essay on effects of bad company

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Time’s Up for Toxic Workplaces

• Manuela Priesemuth

Three ways to create an environment that doesn’t tolerate abuse.

Direct interactions with “bad bosses” can be traumatic, but the problem often goes further than a single individual. Research has shown that abusive behavior, especially when displayed by leaders, can spread throughout the organization, creating entire climates of abuse. But organizations also can also structure work environments that combat abuse by: 1) educating managers about all costs associated with abusive conduct; 2) strengthening anonymous feedback channels where employees can report their experience without fear of retribution; and 3) upholding and enforcing fair and equitable norms throughout the organization.

Millions of people face abusive supervisors and bullies at work . These employees are targets of ridicule, threats, or demeaning comments by their manager on a daily basis, which results in decreased satisfaction, productivity, and commitment to the job as well as the organization at large.

• MP Manuela Priesemuth is the Megan ’07 and Matthew ’06 Baldwin Assistant Professor of Management at Villanova University. Her research focuses on destructive leadership, workplace aggression, organizational fairness, and behavioral ethics.

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Paragraph, Essay and Speech on “Bad company” Paragraph for Class 9, Class 10, Class 12 Class and Graduate Exams.

Bad company

Mixing with bad company is what every youngster should avoid. The reason is simple. In such a company, sooner or later the youngster will be exposed to activities that are possibly unhealthy, unwholesome, antisocial, dishonest, illegal or even criminal. Once exposed, the negative effects can last a long time, perhaps for a lifetime.

The company you keep will determine largely what you do, how you think and where your life will proceed. In other words, keeping bad company will eventually ruin your life.

Bad company is not hard to spot. For example if your friends smoke, then chances are you will catch on. If they take alcohol or drugs, chances are you will be tempted to give them a try. One try leads to another and it will not be long before you are hooked. Alcoholism, lung diseases, AIDS or a miserable life may in store for you. So for your own wellbeing, it is better to avoid such friends. There is no need to make enemies of them. Just avoid them.

If you mix around with friends who vandalize public property, shop-life, scratch cars or extort money, then it is time to call it quits with them. Such behavior will lead to more serious offences and it is a matter of time when you are on the wrong side of the law. Get out quick before it it too late.

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Bad Company Culture Examples – 10 Signs & How to Improve It

Crafting a strong company culture is pivotal in today’s fast-paced business environment.

So, when the company culture isn’t hitting the mark, it’s crucial to identify the signs and work on improvements swiftly.

In this guide, we’re zeroing in on examples of bad company culture, deciphering their signs, and laying out pragmatic solutions to refine them.

We’ll unravel instances where company cultures may be teetering on the negative edge and provide actionable insights to pivot them toward positivity and productivity.

Let’s dive in and explore how to turn around a struggling toxic company culture.

Also Read : Inspirational Teamwork Quotes For The Workplace

10 Warning Signs of Toxic Company Culture & How to Improve It?

1. a lack of core values.

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The biggest indicator that your organization has a bad culture is a lack of core values. Your company values define who you are and how you treat your customers and your employees.

If your values aren’t written down, everyone on your team will follow their instincts and beliefs about what works and what doesn’t. This lack of communication will create chaos within your organization.

Employees won’t feel connected as a team if they don’t share the same values as the organization they work for.

This lack of connection can lead to poor customer service and a lack of employee retention – which costs businesses thousands of dollars every year in hiring and training costs alone.

It’s also difficult to attract new, high-quality employees if you don’t communicate your core values during the interview process.

Also Read : Best Corporate Social Responsibility Examples

How to Improve Lack of Core Vales?

Positive workplace culture must come from the top down. Make a list of your core values and publish it. The set of ideals you develop for your team should be those that matter most to you and help you reach your goals.

Ensure that long-term employees, C-suite executives, and HR representatives are on the same page before promoting them.

Afterward, discuss each value with the whole team. It will create a cohesive company culture by eliciting positive behaviors and attitudes.

Incorporate sharing these values during your hiring process and ensure every new hire you onboard shares them.

Explore : Bad Corporate Social Responsibility Examples

2. Micromanagement 

Many managers fail to realize that one of the qualities of a good leader is trusting your employees to get the job done right.

You hired these people for a reason; let them do their jobs! Micromanaging creates an atmosphere of mistrust in the workplace and hurts creativity and critical thinking.

According to the Journal of Experimental Psychology , employees who feel micromanaged perform much worse.

Moreover, an analysis conducted by Harvard Business School professor Teresa Amabile and psychologist Steven Kramer concluded that micromanagement stifles creativity and productivity.

How to Improve Micromanagement?

Trust your team to do their job! As a manager, you should focus on training and mentoring your employees rather than nitpicking their work or checking up on them constantly.

In turn, this will boost morale and productivity among your employees by reducing stress and fatigue.

Encourage open communication with your team; if an employee needs guidance, mentor them privately instead of publicly humiliating them in front of their peers.

You can also set up weekly one-on-one meetings to provide feedback and guidance without creating an atmosphere where employees fear making mistakes or reprimanding in public.

With trust comes freedom; the more free your employees are to perform their jobs to the best of their abilities, the more productive they will be.

Give them the space they need to do their jobs well, and they will rise to the occasion every time!

3. Undervaluing Employee Input

Dynamic and innovative companies never underrate the opinions or input of their employees; they welcome it with open arms.

However, some managers don’t listen when their team offers ideas to improve the company’s products or services, instead criticizing their suggestions as “not good enough.”

This behavior creates a culture of disrespect among employees and can discourage them from providing innovative ideas in the future. The result is low employee engagement and low morale, which can hamper performance and productivity at work.

When workers are disengaged from their work, they also tend to suffer from poor mental and physical health, further lowering their productivity.

It can force them to look for opportunities elsewhere where they can freely express themselves without being ridiculed for their suggestions.

How to Empower Your Team?

Empower your team to offer new ideas to improve your business continuously. Allow them to voice their opinions openly without fear of criticism or ridicule.

If you disagree with a suggestion, explain why and provide alternatives to help the employee improve the idea. If it’s a terrible idea, be upfront and tell them why it won’t help the business move forward.

You can also create innovation competitions to incentivize team members’ creative problem-solving and reward the best ideas.

Employees should feel encouraged to share their ideas and opinions with their managers and colleagues. Your company will be more engaged and innovative as a result.

4. Not Promoting From Within

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Think about it – You work hard to impress your boss so that he considers you for that regional sales director position. He hires an outsider instead of you without even considering promoting from within. It would hurt, wouldn’t it?

Most people would feel that way. That feeling of not being valued is one of the reasons why many employees leave a company.

In a recent survey , nearly half of American workers (46%) say they have left their jobs because they think they aren’t appreciated.

It’s an unfortunate reality and a negative company culture that many companies ignore until it’s too late.

How to Fix This?

You are responsible for promoting from within whenever possible as a business owner or manager. Your current staff profoundly understands your business and knows what it takes to succeed.

They understand your customers’ needs and motivations better than an outsider could, enabling them to develop innovative ways to improve the company’s products and services and drive growth and profitability to new heights.

Promoting from within the company allows your current staff to shine and expand their skillsets beyond their current roles. As a result, your employees will be able to develop leadership skills, which will, in turn, help your company grow and prosper.

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5. Silo Mentality Runs Rampant

Another notable bad company culture example that can significantly put the future of a business at risk is the silo mentality.

The silo mentality in an organization is when departments and teams work in isolation and do not share information, hampering collaboration and increasing the risk of project failure.

Silo mentality is usually a result of management style that do not encourage team building and transparent communication between teams, leading to ineffective decision-making and increased costs.

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How to Fix Silo Mentality & Encourage Team Oriented Mindset ?

Develop activities that can encourage inter-team collaboration and make information exchange seamless between departments in your company.

Reducing silos and promoting cooperation across teams and departments will ultimately boost employee morale and productivity.

Some companies even encourage employees by holding regular “huddles” for different departments to discuss issues and challenges, brainstorm solutions, and develop strategies to overcome those challenges.

Team bonding activities help employees better understand each other’s roles, build stronger relationships, and boost productivity and efficiency.

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6. Office Cliques

Office cliques serve as bad company culture examples. They are breeding grounds for a toxic work environment and can harm the mental health of team members deemed “uncool” to be a part of any clique.

The result is poor productivity, low morale, and an overall negative experience in the workplace.

How to Fix Office cliques ?

You must be vigilant to fix this because office cliques are notoriously tricky to eradicate. A very effective way to combat office cliques is to talk to the alleged clique leaders about how their behavior contributes to a hostile work environment for other employees.

They may not realize they are excluding or intimidating others. Educating clique members about these potential pitfalls may help them open up their group to others and change their behavior.

Be careful not to accuse the group of anything. Instead, explain how others might feel.

You can also implement a program encouraging people to work in other office sections. A buddy system can be used to allow them to spend time with new people and get to know them better.

The goal is to create new friendships across the organization that will effectively break office cliques.

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7. High Employee Turnover in Teams

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Businesses that want to continue scaling must ensure that they keep the turnover rate in every department as low as possible.

Any department or team consistently recording a high employee turnover rate contributes to toxic work culture.

When a team member leaves your team, they leave behind knowledge and experience that could take months or even years for you to replace.

Additionally, these departures can also harm team morale, so you must take steps to lower employee turnover as much as possible.

Also Read : Mission vs Vision Statements

How to Fix Employee Turnover?

The buck stops with the manager. One of the first things you must do is speak with team managers or team leads.

Let the head of teams refer to the company’s values and explain how high employee turnover impacts the business’s ability to uphold those values.

Ensure that they create productive work environment where team members feel valued and are encouraged to continue contributing to the team’s success.

In a Gallup study of more than 7,000 U.S. adults , half reported quitting their jobs to escape a bad boss at some point in their careers.

Holding managers accountable ensures they do not contribute to employee turnover through poor management practices or creating an uncomfortable work environment.

Additionally, managers can ask employees about their reasons for leaving during exit interviews . These meetings can help managers better understand their frustrations with your culture and which aspects they had difficulty adjusting to.

Conducting an employee survey and speaking to long-term staff also provide valuable insight into your workplace culture and determine where to start changing things in order to reduce employee turnover.

Check Out : Best Memo Examples

8. Excessive Competition Between Employees

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Working in a highly competitive environment is great for building character and developing leadership skills, but too much of a good thing can be counterproductive.

When your team feels that they are constantly competing against one another, everyone becomes focused on winning and losing, which can lead to a toxic work environment.

In highly competitive environments, people become hypervigilant, picking up on even the smallest signs of competition. These heightened emotions can take a toll on your employees over time, resulting in adverse side effects like anxiety, anger, and frustration.

How to Fix Excessive Competition?

High levels of competition among individuals may indicate an overestimation of output. Even though you want your team to be competitive and high performing, you don’t want to do that at the cost of employee well-being or losing talented team members.

This excessive focus on winning and losing can negatively affect team morale and company culture.

Consider adopting non-monetary-based rewards. For example, if a team wins an internal contest, they may get a pizza party or another modest prize.

If a team loses, consider implementing a “debriefing” session where the group discusses how they could have improved their chances of winning next time. Reinforce the importance of working as a cohesive unit rather than as individuals to help boost teamwork and overall company morale.

Check Out : Best Exit Interview Questions To Ask

9. Unacceptable Levels of Employee’s Tardiness or Absenteeism

One glaring sign of bad company culture is employees consistently arriving to work or meetings late or even not showing up at all. These are colossal examples of employee disengagement.

If employees are not committed to their work, chances are they are not committed to your company.

It’s important to note that this doesn’t necessarily apply to all cases of chronic absenteeism; sometimes, the employee may be legitimately sick or have a family emergency that requires them to be absent from time to time.

However, if an employee habitually shows up late for work without a legitimate excuse, it must be addressed immediately.

Allowing this behavior to continue unchecked can damage your company culture and create a negative impression among employees and customers alike.

Not only are chronically tardy employees bad for business, but they are also bad for employee morale.

Chronically tardy employees are unmotivated individuals who don’t care about their job duties or the well-being of their team or organization.

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You must also ensure managers and other mid-level executives are not in the habit of being tardy or absent from work.

It is especially critical to address chronic absenteeism at the management level because their actions influence other team members and set an unacceptable example for employees to follow.

If your management team is frequently absent from work, other employees may follow suit and begin skipping out on meetings and other important events.

Furthermore, work with HR department to ensure that employee absences, sick days, and doctor appointments are managed efficiently.

10. Presenteeism

You want employees to be regularly present at work and reasonably do their best to achieve set goals. But overdoing it is bad company culture.

When employees don’t go to lunch consistently, work overtime, and stay in the office for long hours during weekends, this is “presenteeism.”

This is not good for your company culture because you need a healthy work-life balance for your employees to perform well at work and be productive.

Employees who are overworking themselves are not healthy physically and mentally, which impacts their work performance and productivity.

Excessive overtime puts a strain on both the employee and the company. So, make sure to set boundaries.

Employees working overtime may also be a way of compensating for incompetence, so you must hire the right people in the first place and then train them properly to get the desired results.

Overtime can also be a way to inflate someone’s performance record to look better to their manager or get a promotion. Therefore, ensure that your employees aren’t working overtime for any such reason.

Also Read : Goal vs Objective

How to Fix Presenteeism?

You must set an example of a good work life balance. Your leadership team must be the first to arrive on time for work every day and leave at the right time.

Also, encourage your team to take regular breaks throughout the day and to take vacations periodically to recharge their batteries and return refreshed.

It is also possible to set up systems to identify and counsel employees who appear to work hard but aren’t getting anything done.

Impacts of Bad Workplace Culture

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According to a Flexjobs 2022 study , 25% of employees resigned in the past six months due to “toxic company culture.” This is especially true for Millennials and Generation Z, who are less tolerant of poor company culture.

Other effects of a toxic work culture include:

1. Low Employee Engagement

A less engaged staff is one of the most significant outcomes of toxic work culture. When your team is disengaged at work, they have less of an incentive to perform their best. This lack of motivation makes them less likely to remain loyal to the company.

Engaging employees also reduces absenteeism. According to a Gallup study, highly engaged workplaces had a 41% lower absenteeism rate. Employee engagement leads to a 21% increase in profitability for a company.

So, prioritizing employee engagement and fulfillment at work is extremely important if you want to retain top talent and create a productive and strong company culture.

2. High Employee Turnover & Hiring Costs

Continuity is crucial for the survival of any growing business. When an employee leaves your company, it takes time and money to replace them and train them for the job. That costs money and reduces your profits.

Gallup says that replacing one employee can cost one-half to two times the employee’s annual salary — which is an optimistic estimate.

As a result, a 100-person organization with an average salary of $50,000 could spend $660,000 to $2.6 million per year on employee turnover and replacement costs.

Plus, you lose the expertise they gained during their tenure at your company. High employee turnover rate also strains client relationships – especially if key employees leave the company in droves.

And when the clients do leave, they may never return, costing you repeat business or referrals.

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3. High Level of Stress, Fatigue, and Employee Burnout

When employees dread Sunday evening or opening company emails , something is wrong with your corporate culture.

When your employees are stressed all the time, they cannot perform their best. And that’s bad for your bottom line because “burnout” hurts productivity.

An employee who burns out costs $3,400 out of every $10,000 in salary because they are not engaged at work. In this case, we’re dealing with high employee turnover and low productivity.

Burned-out employees are more likely to make mistakes on the job, miss deadlines, or take sick days because they are too stressed to work effectively.

In addition, burnout leads to low morale among team members and a “why bother” attitude that spreads throughout the office like a disease.

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4. Bad Reputation for Your Company

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Thanks to the advent of anonymous reviews, current employees can voice their opinions about their companies on social media, and elsewhere, online. These reviews have real consequences; they can influence a business’ reputation.

Negative online reviews give the public a skewed perception of your company, which can cost you clients or leads. Customers will shy away from doing business with you if they read negative reviews about your business online.

You also miss out on top talents who could have taken your company to the next level if they had better work experience.

Approximately 70% of people now look at reviews before making career decisions, according to a Glassdoor U.S. Site Survey conducted in 2016.

The process of searching for a job is increasingly treated as an online shopping experience by candidates today. Candidates want to know what makes your company a positive workplace besides reviews.

Being proactive is a quality of good leadership, so you must recognize the signs of bad company culture and nip it in the bud before it gets worse.

Below are some signs that may signal a toxic culture within your organization.

A Good Company Culture Results In A Better Bottom Line – Conclusion

Your company culture defines who your organization is and how your employees behave and interact with one another daily.

If your organizational culture is positive and productive, you’ll see good results: higher profits, greater productivity, lower employee turnover, and more satisfied customers.

On the other hand, if your culture is toxic and unproductive, you may see poor results: high employee turnover, low productivity, and higher customer complaints.

So make sure your company’s culture is productive and positive by creating a positive work environment. It should encourage open communication among employees and focus on helping your people achieve their personal and professional goals while contributing to overall business success.

Tom loves to write on technology, e-commerce & internet marketing. I started my first e-commerce company in college, designing and selling t-shirts for my campus bar crawl using print-on-demand. Having successfully established multiple 6 & 7-figure e-commerce businesses (in women’s fashion and hiking gear), I think I can share a tip or 2 to help you succeed.

Bad Leadership: Causes and Effects Essay

A leader is bad when they do not put the needs of their followers first. This could manifest itself in a number of ways, such as making decisions without consultation or favoring certain people or groups over others. Bad leaders can also be dictatorial, bullying, and self-centered. Ultimately, the goal of good leadership should be to empower followers to reach their full potential and help the organization achieve its objectives. By contrast, bad leadership can lead to disharmony, infighting, and lowered productivity. Some of the key causes of bad leadership are gossiping, insincerity, commanding and controlling, and little or lack of employee empowerment by leaders. Consequently, these causes have effects on employees’ morale, productivity, trust, and respect. Leaders should engage employees in open communication and every issue as well as empower employees to perform better and attain good leadership.

There are a few key things to understand about how commanding and controlling behavior leads to bad outcomes. First, when a leader is overly commanding and controlling, it sends a clear signal to their team that they are not trusted (DynamicLead 00:01:09). This can lead employees to feel demoralized and disengaged, which in turn decreases their productivity and creativity. Second, when leaders are too controlling, they often end up micromanaging their team. This can be extremely frustrating for employees, as it robs them of the opportunity to take ownership of their work and makes them feel like they are not being treated as adults. Micromanagement also reduces employee efficiency, as employees will spend more time trying to impress their boss than working on tasks themselves.

Moreover, when a leader is too controlling and demanding, it creates an environment of fear and tension. This type of atmosphere does not foster productivity or creativity. Employees are less likely to take risks or offer new ideas when they feel that their leader is constantly watching and waiting for them to make a mistake (Goleman 105). In addition, a leader who is excessively demanding often creates an “us vs. them” mentality within the team. Employees start to see themselves as expendable resources rather than valuable members of the team. This can lead to decreased efficiency as employees work less cooperatively towards common goals.

Similarly, a lack of knowledge or understanding can often lead to bad leadership decisions. For example, a manager might make decisions based on personal biases or assumptions instead of facts, leading to ineffective or harmful outcomes (DynamicLead 00:01:49). Additionally, a lack of knowledge can equally lead to indecision and stagnation, as leaders are unable to make informed choices or come to a consensus. Poor communication and ignorance of company policies are common issues stemming from a lack of knowledge. Ultimately, these negative consequences can trickle down and impact an entire organization’s performance. It is important for leaders to be constantly learning and growing in their roles; without this level of continuous development, it can be easy for them to fall into the trap of making uninformed decisions.

Furthermore, it can be said that when a leader does not empower their employees, it shows in the lack of communication and trust within the workplace. This leads to lower job satisfaction and motivation levels, as well as an overall feeling of instability within the company. When leaders do not empower their employees, they are essentially sending the message that they are not capable of handling vital tasks and responsibilities (DynamicLead 00:02:09). This can result in a loss of confidence on the part of employees and may cause them to feel resentment towards their leaders. In addition, a lack of empowerment often leads to a higher level of micromanagement on the part of leaders, which can further reduce employee morale.

When employees do not feel empowered, it can have a significant impact on their morale and motivation. For example, if an employee feels they are being micro-managed or that their ideas are constantly being shot down, it will likely lead to a lack of enthusiasm and lower productivity (Möhlmann and Lior 14). Additionally, when employees do not feel empowered, they may be less likely to take ownership of their work or be proactive in trying to improve things. This can create an atmosphere of mistrust and hinder communication within the team. Ultimately, this can lead to a decline in overall morale and motivation.

Likewise, the empowering of the employees has more to do with the training through appraisal systems. Employee appraisal systems are important for a number of reasons, one of which is that they aid in fostering creativity and innovation within an organization. By providing employees with feedback (both positive and negative), organizations can help to create an environment where employees feel comfortable taking risks and experimenting with new ideas (Bos-Nehles and Andre 2676). Without an employee appraisal system in place, it can be difficult for organizations to identify which employees are performing well and which ones need improvement. This can eventually lead to stagnation within an organization, as the best and brightest employees may not be rewarded or recognized for their efforts. On the other hand, poorly performing employees may not be given the opportunity to improve their skills, and as a result, both creativity and innovation suffer.

Furthermore, when leaders are insincere, it breeds distrust and a lack of respect from their followers. This can lead to a number of bad outcomes, such as a decrease in productivity, innovation, and creativity and an increase in unethical behavior (DynamicLead 00:03:06). For example, when people feel that their leader is insincere, they are less likely to take the initiative. Similarly, they are more likely to focus on their own self-interests rather than the interests of the team or organization. In addition, employees who feel that their leader is insincere are more likely to engage in unethical behavior (Ren et al. 967). This is because they no longer see the leader as someone they can trust or look up to and instead view them as someone who wants to use them wrongly.

Additionally, gossiping among leaders can cause bad leadership in a setup. Leaders are often in positions of power and trust, and when they gossip about others, it can have a negative impact on the organization (DynamicLead 00:03:37). Gossiping can cause division among employees and create a hostile work environment. In addition, gossiping can damage the leader’s reputation and ability to lead effectively. Leaders should avoid gossiping at all costs, as it can have a serious negative impact on the organization.

In conclusion, there are a few key reasons why bad leadership can have such negative effects on an organization. First, a leader who is overly commanding can make employees feel less effective and lack workplace autonomy. Secondly, a leader who is not well-informed about their organization and its operations will be less effective in making decisions that impact the company. Thirdly, gossiping among leaders can breed distrust and disrupt teamwork. Finally, if employees do not feel empowered to make decisions and contribute to the success of the company, it will be difficult for the organization to grow and thrive.

Works Cited

Bos-Nehles, Anna C., and Andre AR Veenendaal. “ Perceptions of HR Practices and Innovative Work Behavior: The Moderating Effect of an Innovative Climate .” The International Journal of Human Resource Management , 2019. Web.

DynamicLead . YouTube , YouTube, 2011, Web.

Goleman, Daniel. Leadership: The Power of Emotional Intelligence . More than Sound LLC, 2021. Web.

Möhlmann, Marieke, and Lior Zalmanson. “ Hands on the wheel: Navigating algorithmic management and Uber drivers’ .” Autonomy’, in Proceedings of the International Conference On Information Systems (ICIS), Seoul South Korea , 2017. Web.

Ren, Shuang, Guiyao Tang, and Susan E. Jackson. “ Effects of Green HRM and CEO Ethical Leadership On Organizations’ Environmental Performance .” International Journal of Manpower , 2020. Web.

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Bibliography

IvyPanda . "Bad Leadership: Causes and Effects." December 20, 2023. https://ivypanda.com/essays/bad-leadership-causes-and-effects/.

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12 How Bad Leaders Impact Organizational Effectiveness

• Published: May 2022
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This chapter examines the impact of bad leadership on organizational effectiveness. The authors first define bad leadership and then differentiate between its two forms, toxic and ineffectual. Looking more closely at toxic leadership, they discuss toxic leaders themselves and situational factors. Turning to ineffectual leadership, the authors describe its various forms, such as managerial incompetence, poor person/job fit, commitment to lost causes, a sense of invulnerability, one-hit wonders, overly generalized strategic decision-making, and entrenched heir apparents. The authors then discuss the macro-effects of bad leadership, focusing primarily on senior leaders but also middle and lower-level managers. The next topic discussed is why leaders may be bad, such as narcissism, hubris, and CEO predecessors. The next section describes how bad leaders are selected in the first place, such as political skills and impression management. The authors focus next on how organizations can avoid selecting, hiring, or promoting bad leaders. The chapter concludes by summarizing directions for future research.

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Essay on Better Alone Than in a Bad Company for Students and Children

We are Sharing an Essay on Better Alone Than in a Bad Company in English for students and children. In this article, we have tried our best to provide a short Better Alone Than in a Bad Company Essay for Classes 5,6,7,8,9,10,11,12 in 100, 150, 300 words.

The old proverb: ‘Better alone than in a bad company’ is truly said. It is better to live by oneself than to be in a pack of rogues and cut-throats. The company of thieves and bad characters is to be shunned at all costs. What is the use of that friendship which is harmful to you; which cannot do any good to society. One must be in the company of good friends. One must enjoy the company of good people and good books. If you happen to be in a bad company, your effect on one and all will be absolutely baneful. Bad and bitter trees will only bear gourds and distasteful fruit. A bad apple can rot all good apples. It can finish the whole lot. It is the clear effect of bad company. Most of the young minds fall into bad company. They spoil their future. It is the duty of parents as well as teachers to check them, correct them, and prohibit them from falling prey to bad elements. Young minds are prone to become easy prey. But a cautious and watchful guardian can nip the evil in the bud. He can improve the career of his ward tremendously.

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Dangers of keeping bad company

Bad company refers to the bad friends we hang around with. Bad friends are the kind of friends who contribute negatively to our lives or who impact our lives negatively. For some of us, experience has taught us to know at first hand the dangers of keeping bad company. Apart from experience, you can easily make out some of these negative influences of bad friends in historical events recorded in the Bible. These are some of the dangers of keeping bad company:

First of all, a bad friend or bad company will get you into trouble. A friend of mine shared with me that he once had a bad friend when he was a teenager. This bad friend came to him one day and entrusted some game cartridges to his keep, lying that the cartridges were his. Later, it came to light that the cartridges were stolen and the bad friend was arrested for theft. However, he got my friend into serious trouble, because the stolen cartridges were in his possession. Bad friends or bad company is an easy source of unexpected trouble.

When a Christian finds himself amid bad friends or bad company, he turns to be ashamed of his religious faith and the virtues thereof. This is because, in order to fit in the bad company, he has to either abandon or compromise on his Christian virtues. By so doing, he would find the ease to indulge in the bad things they do. Now to be ashamed or to abandon your Christian faith and virtues could permanently ruin your relationship with God.  

Bad friends are a source of bad advice. Bad friends have little or nothing good to contribute to your life. A bad friend would mislead you with bad advice to do bad things against your fellow human being and God. In one historical event, a young prince called Amnon followed the bad advice of his bad friend, Jonadab, to rape his half-sister Tamar – incest. This outrageous act he committed led to a homicide in the family of David for Absalom, Tamar’s brother, later, killed Amnon in the quest for vengeance.

Bad friends or bad company will betray you if it is profitable enough to do so. Remember what happened to Jesus. When Jesus was choosing disciples for full-time ministry, he included one man called Judas Iscariot . Jesus respected and counted all these disciples as His friends. Judas Iscariot , in the beginning, was a good friend who did not appear to have any evil intent for Jesus. But along the line, his weakness of love for money corrupted him to become a bad friend so much that he began stealing from Jesus and, later, when he saw that it would be profitable, he betrayed Jesus Christ to receive 30 silver pieces. All bad friends are like Judas Iscariot , they would give you up if only they can cash in on it.

Bad friends corrupt good morals. If you are the playmate of pigs, you would never look clean. One characteristic of bad friends is that aside from having bad intentions about you, they do not set good examples for you to emulate. Their life is tainted with lots of gross sins. And you are not far from following in their footsteps. The world is such that we influence one another, especially, those who stick together. You would likely conform to either some or all of the bad habits of your bad friends.

A bad friend will not be there for you in times of need. Sometimes in life, we face a lot of unforeseen circumstances and we become desperate for help. A bad friend would not be there for you; only the good friends would still hang around. A good example is the story of Job. When calamity overtook him and he was languishing in poverty and disease, his three good friends, Eliphaz and Bildad and Zophar, came to visit him. We can be sure that Job did not have only three friends in his life, for he used to be rich and hence had many friends. But in the height of his troubles, only three remained; the bad friends who hung around because of his money disappeared when Job lost everything.

A bad company is called as such because it will impact your life negatively. For the reasons above, it pays to stay away from bad company or bad friends.

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Home — Essay Samples — Life — Failure — The Effect of Bad Corporate Administration to the Failure of Tyco

The Effect of Bad Corporate Administration to The Failure of Tyco

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Words: 854 |

Published: May 7, 2019

Words: 854 | Pages: 2 | 5 min read

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Introduction, how dennis kozlowski used organizational structure and controls to implement his strategic plan, analyze the role of tyco leadership in strategic implementation, evaluate the role of strategic entrepreneurship in creating firm value at tyco.

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English Essay on “Better Alone than in a Bad Company” English Essay-Paragraph-Speech for Class 8, 9, 10, 11 and 12 CBSE Students and competitive Examination.

Better Alone than in a Bad Company

Just as the dirt spoils your clothes, likewise a bad company spoils your character. If a person falls into a bad company, he is deprived of the best things of life. In a bad company, the whole outlook of person changes. The bad company may lead a person to vices like gambling, smoking, stealing, etc. If a student falls into bad company, he loses interest in studies, starts cutting his classes and begins to tell lies to shield himself. It is a well-known saying that a person is known from the company he keeps. It is better to be alone than to move in a bad company. One can thus be away from bad things. It is, therefore, desirable that if one cannot find a good company, he should remain alone and fulfil his aim in life.

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Lack of communication in the workplace: causes and effects

Workplace communication is the exchange of information and ideas within an organization. Effective workplace communication is essential for companies to work effectively and productively.

With great internal communication between employees and employers comes increased morale, productivity, and commitment, especially with employers who spend the time and energy to create open communication lines.

These types of managers quickly build trust among employees , resulting in increased productivity and performance. Employees who effectively communicate with their colleagues and bosses continue to be valuable assets to the company.

Why is communication so important in the workplace?

• It avoids confusion
• It provides purpose
• It fosters a transparent company culture
• It creates accountability
• It builds productivity and growth

Effective communication in the workplace is central to reaching all business goals, as it defines organizational goals and helps coworkers better collaborate with one another. However, not all communication in a business environment is created equal. Some companies suffer from poor communication, resulting in friction, frustration, and confusion.

Poor communication often creates a tense environment where people are not motivated to be productive and not inspired to collaborate. This lack of motivation then affects how employees relate to clients and potential customers, negatively affecting the bottom line. So what is poor communication, exactly, and what are some of the causes and effects of poor communication?

What is poor communication in the workplace?

Poor workplace communication might mean that lines of communication are entirely broken, but this is relatively rare. More often, communication issues occur when there is a discrepancy between what is said and what is heard, whether between colleagues or between an employee and a manager. More specifically, the understanding between two people is not mutual when the person being communicated with misunderstands what you’re trying to communicate.

Here’s an example. An employer sets a deadline for turning in data on Friday, and an employee readily agrees to get the data in on Friday. On the surface, this may seem like good communication. However, the employee might think they have until 5 p.m. to deliver the data when it is actually due on Friday at 10 a.m. This mismatch of deadlines stemmed from poor communication — the information communicated between the employer and employee was incomplete.

What are the causes of poor communication in the workplace?

Poor leadership.

Employees look to business owners and their managers for direction in the workplace. Good communication that starts from the top down motivates staff members to be more productive and innovative. These good leaders clearly communicate objectives, goals, and future visions.

Poor leaders, on the other hand, are often indecisive and unable to inspire their teams. They may be impatient in their communication style, conveying that impatience through their tone of voice, facial expressions, or other means of nonverbal communication.

Poor communication and bad leadership may also stem from managers who lack information themselves. These managers are unable to answer questions or clarify points, so their employees are left even more confused and frustrated than when they started.

Unclear Objectives

Goals and objectives are powerful in business, as they focus attention on achieving desirable outcomes, such as profitability. Profitability does not just happen magically. It requires attentive employees who know what management expects them to accomplish and transparent objectives provide that direction.

If organizations lack clear strategic goals, or if managers are not informed of the tactical objectives their teams are expected to meet, employees will not receive the direction they need. This leads to confusion and frustration. Employees may end up underperforming even when trying their best.

Limited Feedback

Feedback is information that flows to a person who performed an action, informing that person of the results of that action. It is one of the most important forms of communication because it’s where real learning happens.

Effective employee feedback , both positive and negative, provides valuable information for making important decisions and improvements in the future. Top-performing companies recognize feedback as a key step in their continuous improvement cycles.

Without clear testing steps for each iteration and action, feedback will be limited. For example, does a new website form represent a significant improvement over the old one? Is a new product feature significantly easier to use? Without good feedback, employees will not have clear direction for improvement.

Demoralized Employees

When an employee loses interest in their work, they often become disengaged, creating communication problems for the company. Employees who feel demoralized often feel unvalued, unappreciated, and even disrespected despite their capacities and talents. This will often lead to the employee becoming unproductive and irritable, disregarding open lines of communication.

Restoring employee morale may involve reevaluating workplace culture to create an environment in which employees are personally invested enough to work—and communicate—with a good attitude.

Learn 5 Ways to Motivate Disengaged Employees

Cultural Diversity in the Workplace

Diverse work environments have been proven to help companies grow, as they bring in new ideas for greater creativity and innovation. However, one challenge of increasing diversity in the workplace is the potential for poor communication. Different people from different backgrounds relay messages in different ways, with varied nonverbal cues, and the way messages are interpreted will often be different.

What are the effects of poor communication in the workplace?

Unpredictable work environment.

Poor communication causes a lack of predictability and stability within the workplace, leading to an uneasy environment for employees to work in. Employees might not clearly understand their objectives for the week or might misunderstand the process for a project, leading to poor productivity and ineffectiveness at their job. Employees and employers have a responsibility to facilitate an active dialogue in order to create a stable work environment in which employees can do their best work.

Less Effective Collaboration

Collaboration and communication go hand in hand. If employees are unable to communicate effectively, collaboration is very likely to suffer as well. Collaboration in the workplace is important in many ways, from promoting self-analysis to efficient problem-solving. Without collaboration, teams end up working in isolated silos, unaware of the progress and learning that has been achieved in other areas.

Workplace Conflict

The effects of poor communication may cause tensions to rise, resulting in potential conflicts between employees. Although they might not be immediately obvious, these tensions can cause two-way communication to break down even more.

An unwillingness to communicate may cause employees to make the wrong assumptions, resulting in work that has to be repeated—sometimes over and over. Good communication prevents workplace tensions from arising in the first place.

With poor communication, employees may have a harder time meeting expectations and deadlines, resulting in them falling behind. This could leave them with a sense of guilt, embarrassment, or even low self-esteem. This, in turn, can lead to significant drops in job satisfaction and a significant rise in attrition.

Lack of communication between management and employees

Although the lack of effective communication between management and employees can lead to significant frustration, poor communication is rarely intentional. In most cases, breakdowns in communication can be traced back to poor communication skills or simply not having the right communication tools.

Tips for more effective communication in the workplace

Effective workplace communication starts with strong workplace communication skills. The following communication strategies and effective communication practices can significantly improve communication between coworkers.

Active Listening

Ineffective communication often begins when the desire to communicate information is so strong that it overpowers the impulse to listen. Effective teams employ strong two-way communication to ensure that messages are communicated well in both directions.

When a manager conveys information, for example, employees may raise concerns about what they are being asked to do. Managers need to listen actively to those concerns, repeating them to ensure understanding and addressing them directly.

Constructive Feedback

Constructive feedback is the art of conveying feedback that is clear, actionable, and positive. For example, a creative director might say something like this: “I love how you’ve incorporated our brand elements into this design. Let’s make this section here larger to really draw the eye to the focal point. Nice work.”

The first statement is positive, making sure the listener feels appreciated. The next statement provides clear, actionable direction that the artist can easily follow. It will improve the design while also conveying information the artist can learn from. The final statement returns to the overarching message of appreciation, recognizing the effort that the artist has put into the work.

Eye Contact

In oral communication, maintaining eye contact while listening will reassure the speaker that they are being heard. It is important, however, that facial expressions remain calm and open. Eye contact can be perceived as aggressive or derogatory when accompanied by negative emotional cues.

Nonverbal Communication

Eye contact is just one example of the nonverbal communication that makes up a huge portion of the information we take in during face-to-face communication. Effective workplace communication skills involve profound self-awareness of body language and facial expressions. The speaker must be aware not just of the words they’re choosing but of the way in which those words are delivered.

One common misconception is the idea that strong communication is delivered with a sense of force. In fact, remaining calm, even under pressure, conveys inner strength and is a far more effective communication method. A team leader who listens openly and addresses concerns with empathy is much more likely to foster active team collaboration and achieve operational results.

Frequent Communication

To combat poor communication, good team leaders write project descriptions clearly, assign individual tasks fairly, check in regularly to ask how things are, and set aside time each week to address workplace concerns. They also maintain an open-door policy to make sure grievances are addressed quickly and efficiently.

For these leaders, informal conversations, casual interactions, and honest communication often play key roles in their effective communication skills.

How to address poor communication in the workplace

To open communication channels, break down communication barriers, and build more effective teams, conveying key communication skills may not be enough. Company goals and company policies need to be conveyed consistently, across multiple communication channels. Senior management depends on middle management to bridge the gap between strategy and tactics, fostering collaboration and strong communication across every human interaction.

This requires more than good communication skills—effective communication also requires the right communication tools. At the managerial level, this might include project management tools to keep everyone on the same page or video conferencing tools to include remote teams in face-to-face interactions. Effective teams need many types of workplace internal communication tools to foster and maintain employee satisfaction.

For enterprise organizations, company communications present an even bigger problem. Maintaining a strong, vibrant company culture across remote teams in different cities and even around the world requires communication tools that are designed to address these unique needs.

Improving company communications—how to solve poor communication in the workplace

From demoralized employees to workplace conflicts, poor communication detrimentally affects an organization’s productivity and overall workplace culture. Improving communications can prove valuable for any business, leading to increased productivity, higher morale, and a positive benefit to the bottom line.

Enterprise businesses in particular need to prioritize investment in communication for a strong, vibrant corporate culture —including new technologies that can promote and maintain open lines of communication across a widely distributed workforce.

Here at Simpplr, we devote our time to simplifying employee communication , making it easier to connect and align with your employees. Our modern intranet solution opens multiple lines of communication with your employees so you can reach them where they are—in the ways they want to communicate—fostering an open culture of growth and transparent communication.

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Related Resources

Key Communication Styles for Leaders

Enhancing Employee Communication Strategies

Key Insights on Internal Communication Statistics

Effective Communication Strategies in the Workplace

Common Communication Mistakes in the Workplace

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How to Avoid Bad Company (for Teens)

Last Updated: October 29, 2023 Approved

This article was co-authored by Nancy Lin, PhD . Dr. Nancy Lin is a Licensed Clinical Psychologist and the Owner of Go to Sleep San Diego, a private practice providing therapy for people suffering from insomnia, trauma, depression, and related problems. She is also trained in issues related to cultural diversity in mental health. Dr. Lin holds a Bachelors degree in Psychology from The University of California, Berkeley and a Masters degree in Medical Anthropology from the University of London, SOAS. She earned her Ph.D. in Clinical Psychology from The University of Massachusetts Boston and completed an APA-accredited internship and postdoctoral training at the VA San Diego Healthcare System (VASDHS). There are 10 references cited in this article, which can be found at the bottom of the page. wikiHow marks an article as reader-approved once it receives enough positive feedback. In this case, 90% of readers who voted found the article helpful, earning it our reader-approved status. This article has been viewed 98,990 times.

Hanging out with the wrong friends can cause a lot of problems for you even if you don't participate in their poor choices. Other people (including your parents) often consider you guilty by association meaning you might get in trouble even if you didn't do anything wrong. Getting rid of these kinds of people can be difficult, so it's usually best to simply avoid them from the beginning.

Getting Rid of Existing Bad Company

• “I’m not really in the mood to hang out today.”
• “Thanks for the invitation, but I’m not feeling very well today.”
• Also, quit confiding in them. Continuing the intimacy of friendship will only make it harder to end the relationship in the long run.

• Some good examples of excuses could be that you have to babysit, that your parents are monitoring you, or you could even sign up for school activities and say they are taking up too much of your time.
• “I appreciate the offer, but I have a lot of homework tonight.”
• “I can’t hang out today because my parents are making me do my chores at home.”

• You could say something like, "It bothers me when you make me feel like I'm not a good friend," "I don’t like feeling pressured to do things I don’t want to do. I wish you wouldn’t do that," and "I’ll be happy to help you figure out a way to deal with that situation."

• “I don’t think being friends with you is good for me right now. I think I need to take a break.”
• “I feel like I need to focus on other things right now. I can’t hang out with you anymore.”

Choosing Better Company

• Some qualities you might consider are kindness, honesty, loyalty, intelligence, or creativity.
• Think of ways to tell if people possess these qualities. For example, someone who makes good grades in school is probably intelligent. Someone who volunteers at a nursing home is probably kind. Someone who is very active in art class is probably creative.

Attracting the Right Kind of Friends

• Be grateful for what you have in life and what others do for you. Everyone likes feeling appreciated. Tell others that you are thankful for them. [10] X Research source

• Before making a decision, think about your choices, possible outcomes for each, consider the pros and cons, and enlist the advice of people you trust.

• Also, this will be a good marker for the parents of your prospective friends. Sometimes parents can be suspicious of new friends. But if you are successful in school, most parents will have more confidence in you from the beginning.

• Some examples of things that you might need to get help for before you can attract the right kind of friends is drug or alcohol addiction, various psychological problems (like depression), or anger management issues. These are aspects of your own life that you will need to work toward fixing in order to attract the kinds of friends you want.
• If you are feeling severely depressed or suicidal, reach out for help immediately. Talk to your doctor or call/text the National Suicide and Crisis Lifeline (988). [12] X Research source

Expert Q&A

• The best way to avoid bad company is never to get into it. Thanks Helpful 7 Not Helpful 0
• Don't be fooled by a person's looks or charm. Looks can be deceiving. Thanks Helpful 4 Not Helpful 0
• At first you might start to miss their company, but you'll get over it. Thanks Helpful 4 Not Helpful 0

• Though it is unlikely, some people may react violently if you try to exclude them from your life. So be careful. Thanks Helpful 41 Not Helpful 3

You Might Also Like

• ↑ http://theartofcharm.com/empowerment/cut-toxic-people-life/
• ↑ Nancy Lin, PhD. Licensed Clinical Psychologist. Expert Interview. 27 May 2021.
• ↑ http://www.quickanddirtytips.com/relationships/friendships/how-to-remove-toxic-people-from-your-life?page=1
• ↑ http://psychcentral.com/blog/archives/2014/02/28/whats-a-toxic-person-how-do-you-deal-with-one/
• ↑ http://www.huffingtonpost.com/stacia-pierce/11-secrets-to-choosing-th_b_6038658.html
• ↑ http://www.forbes.com/sites/amymorin/2014/10/17/5-scientific-reasons-you-should-choose-your-friends-carefully/#4b31e0338d15
• ↑ http://www.huffingtonpost.com/judith-orloff-md/positive-attitude_b_1948718.html
• ↑ http://tinybuddha.com/blog/how-to-become-a-magnet-for-friends-7-mindful-tips/
• ↑ http://www.nimh.nih.gov/health/find-help/index.shtml
• ↑ http://www.mentalhealth.gov/get-help/immediate-help/

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English moral story “the effect of bad company” for kids, full length educational story for students of class 5, 6, 7, 8, 9, 10., the effect of bad company.

There was a Seth in a city, Seth had a son, Seth’s son’s friendship was with some boys who had bad habit, lived in bad company, Seth did not like all this, Seth could explain to his son Seth did not succeed at much, but whenever Seth quotes him to explain, the son says that he does not accept his wrong habits, sadly, Seth wanted to teach his son a lesson, one day from Seth market S He brought a buy and bought a saver with him, came home, Seth kept his boy alive and said, keep him in the cupboard, he will eat tomorrow, when the son starts to save, see a saava straw and talk to Seth This service has been burnt, Seth said, “No matter tomorrow, you will see tomorrow; Second day Seth asked his son to get out of service, when Seth’s son came out when half of the saiva was rotten, Seth’s boys said, This one save the other Seth also said, then it is the effect of all the accompaniment, the son, in the same way, the right person who falls in wrong way also starts doing wrong, abandoning wrong associate, son came to understand and he promised Now that he will not go into wrongful compatibility, he will remain in our company only, so that man should never fall into bad company.

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Better Alone Thank in A Bad Company Short Essay in English Language for Students

July 16, 2018 entranciology English Study , Short Paragraphs & Moral Stories 0

Better Alone Thank in A Bad Company Short Essay / Paragraphs / Article in English Language for Students

‘Better Alone Thank in a Bad Company’ is a wise saying. A man’s personality is shaped by the influence he gets from his friends and persons with whom he comes in contact with. However, noble and virtuous a man may be; he cannot remain noble and virtuous if he mixes in the company of villains. Bad company is like a virus that spreads its fangs all around. Evil is always attractive. A rotten apple spoils the whole lot. This is equally true of a man of evil nature. He spreads his ill-influence all around. It has, therefore, rightly been said, Better Alone Than in a Bad Company”.

Child criminals and new criminals are, therefore, kept separate from the hard-core criminals simply to save them from the ill-effect of the latter. Even solitude is the best society than the bad society or company. Unfortunately, if a man falls in a bad company, his whole career and life is ruined. A young child falls an easy prey to evil in his impressionable age because an evil is always attractive. Hence a great care is needed to guard him from the evil effects of bad company.

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• Fewer than 1% of workers are estimated to be senior executives under the final rule.
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Millions of TikTok Users Face Bad News as U.S. Congress Votes for Potential Ban

I n a significant move, Congress voted on Saturday for a potential ban of the popular video-sharing app TikTok in the U.S., stirring concerns among millions of users and creators. The decision, driven by national security worries linked to the app’s Chinese parent company ByteDance, could reshape the digital and social media environment as we know it.

National Security Concerns at the Forefront

ByteDance, despite assertions of its independence, operates under Chinese jurisdiction, which could compel it to share user data with the Chinese government. This underlying fear is exacerbated by concerns that TikTok’s powerful algorithm could be weaponized to push pro-China narratives or manipulate public opinion in America on contentious issues like Taiwan or the Israel-Palestine conflict.

On April 23, the Senate passed a bill targeting the app, which now awaits President Joe Biden’s endorsement. Biden has previously expressed his support for the legislation. Should it become law, TikTok will have 270 days to be sold to a company not tied to ByteDance, with the possibility of extending this deadline if substantial progress is made.

Michael Beckerman, TikTok’s head of public policy for the Americas, has declared the company’s intention to challenge the bill in court. The extended deadline postulates that TikTok might remain operational until after the upcoming November presidential election, giving users a temporary reprieve.

Potential Impact on U.S. TikTok Users

Should the ban take effect, U.S. users would be abruptly cut off from accessing or uploading content on TikTok. Drawing parallels with TikTok’s ban in India back in 2020, it’s possible that existing content may not be deleted, offering a glimmer of hope for users to save their videos. TikTok has made it possible for users to download their content directly, providing an essential backup option.

The Economic Ripple Effects

The repercussions of a TikTok ban extend far beyond individual users. An economic impact report by TikTok highlighted its significant contribution to small and medium-sized enterprises (SMEs), with $14.7 billion funneled into the U.S. economy in 2023 alone, and a total economic activity of $24.2 billion. Its role as a marketing powerhouse, especially among Gen Z consumers, underscores the potential challenges businesses might face in finding comparable outreach platforms.

Influencers: A Future in Flux

For influencers, it is more than just a platform; it’s a lucrative career. With the c reator economy valued at approximately $250 billion in 2022 and expected to nearly double by 2027, the impact of a ban could be severe. Influencers would need to navigate new platforms, potentially building their followings from scratch—a daunting and uncertain prospect.

Global Precedents and Alternatives

TikTok has faced bans in several countries, most notably India, where its absence spurred a surge in alternative short-form video apps. Should a U.S. ban materialize, users might turn to platforms like Triller, YouTube Shorts, Instagram Reels, Likee, or the family-friendly Zigazoo, seeking new digital sanctuaries for their creative expressions.

Conclusion: A Tumultuous Future for Digital Expression

The potential TikTok ban presents a complex tapestry of legal, economic, and social challenges. As stakeholders from all sides brace for possible outcomes, the landscape of digital content and social media in the U.S. stands on the cusp of a significant transformation.

The ongoing debate not only highlights the clash between national security and free expression but also sets the stage for a broader discussion on the control and flow of digital information in an interconnected world.For more insights and updates on this developing story, users and interested parties are encouraged to stay tuned and prepare for the changes that may lie ahead.

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Congress Passed a Bill That Could Ban TikTok. Now Comes the Hard Part.

President Biden has signed the bill to force a sale of the video app or ban it. Now the law faces court challenges, a shortage of qualified buyers and Beijing’s hostility.

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By Sapna Maheshwari and David McCabe

Sapna Maheshwari reported from New York, and David McCabe from Washington.

A bill that would force a sale of TikTok by its Chinese owner, ByteDance — or ban it outright — was passed by the Senate on Tuesday and signed into law Wednesday by President Biden.

Now the process is likely to get even more complicated.

Congress passed the measure citing national security concerns because of TikTok’s Chinese ties. Both lawmakers and security experts have said there are risks that the Chinese government could lean on ByteDance for access to sensitive data belonging to its 170 million U.S. users or to spread propaganda.

The law would allow TikTok to continue to operate in the United States if ByteDance sold it within 270 days, or about nine months, a time frame that the president could extend to a year.

The measure is likely to face legal challenges, as well as possible resistance from Beijing, which could block the sale or export of the technology. It’s also unclear who has the resources to buy TikTok, since it will carry a hefty price tag.

The issue could take months or even years to settle, during which the app would probably continue to function for U.S. consumers.

“It’s going to be a royal mess,” said Anupam Chander, a visiting scholar at the Institute for Rebooting Social Media at Harvard and an expert on the global regulation of new technologies.

TikTok pledged to challenge the law. “Rest assured, we aren’t going anywhere,” its chief executive, Shou Chew, said in a video posted to the platform. “We are confident, and we will keep fighting for your rights in the courts.”

Here’s what to expect next.

TikTok’s Day in Court

TikTok is likely to start by challenging the measure in the courts.

“I think that’s the one certainty: There will be litigation,” said Jeff Kosseff, an associate professor of cybersecurity law at the Naval Academy.

TikTok’s case will probably lean on the First Amendment, legal experts said. The company is expected to argue that a forced sale could violate its users’ free speech rights because a new owner could change the app’s content policies and reshape what users are able to freely share on the platform.

“Thankfully, we have a Constitution in this country, and people’s First Amendment rights are very important,” Michael Beckerman, TikTok’s vice president of public policy, said in an interview with a creator on the platform last week. “We’ll continue to fight for you and all the other users on TikTok.”

Other groups, like the American Civil Liberties Union, which has been a vocal opponent of the bill, may also join the legal fight. A spokeswoman for the A.C.L.U. said on Tuesday that the group was still weighing its role in potential litigation challenging the law.

The government will probably need to make a strong case that ByteDance’s ownership of TikTok makes it necessary to limit speech because of national security concerns, the legal experts said.

TikTok already has a strong record in similar First Amendment battles. When he was president, Donald J. Trump tried to force a sale or ban of the app in 2020, but federal judges blocked the effort because it would have had the effect of shutting down a “platform for expressive activity.” Montana tried to ban TikTok in the state last year because of the app’s Chinese ownership, but a different federal judge ruled against the state law for similar reasons.

Only one narrower TikTok restriction has survived a court challenge. The governor of Texas announced a ban of the app on state government devices and networks in 2022 because of its Chinese ownership and related data privacy concerns. Professors at public universities challenged the ban in court last year, saying it blocked them from doing research on the app. A federal judge upheld the state ban in December, finding it was a “reasonable restriction” in light of Texas’ concerns and the narrow scope affecting only state employees.

Small Buyer Pool

Analysts estimate that the price for the U.S. portion of TikTok could be tens of billions of dollars.

ByteDance itself is one of the world’s most valuable start-ups , with an estimated worth of $225 billion, according to CB Insights, a firm that tracks venture capital and start-ups.

The steep price tag would limit the list of who could afford TikTok. Tech giants like Meta or Google would probably be blocked from an acquisition because of antitrust concerns.

Private equity firms or other investors could form a group to raise enough money to buy TikTok. Former Treasury Secretary Steven Mnuchin said in March that he wanted to build such a group. And anyone who can pony up the money still has to pass muster with the U.S. government, which needs to sign off on any purchase.

Few others have expressed public interest in buying the app.

The last time the government tried to force ByteDance to sell TikTok in 2020, the company held talks with Microsoft and the software company Oracle. (Oracle and Walmart ultimately appeared to reach an agreement with ByteDance, but the deal never materialized .)

A Complicated Divestment

Even if TikTok approaches a sale, the process of separating TikTok from ByteDance is likely to be messy.

The legislation prohibits any connection between ByteDance and TikTok after a sale. Yet TikTok employees use ByteDance software in their communications, and the company’s employees are global, with executives in Singapore, Dublin, Los Angeles and Mountain View, Calif.

It’s unclear if ByteDance would consider selling TikTok’s entire global footprint or just its U.S. operations, where the company has nearly 7,000 employees.

Breaking off just the U.S. portion of TikTok could prove particularly challenging. The app's recommendation algorithm, which figures out what users like and serves up content, is key to the success of the app. But Chinese engineers work on that algorithm, which ByteDance owns.

During Mr. Trump’s attempt to force a sale in 2020, the Chinese government issued export restrictions that appeared to require its regulators to grant permission before ByteDance algorithms could be sold or licensed to outsiders.

The uncertainty around the export of the algorithm and other ByteDance technology could also deter interested buyers.

China’s Unpredictable Role

The Chinese government could also try to block a TikTok sale.

Chinese officials criticized a similar bill after the House passed it in March, although they have not yet said whether they would block a divestment. About a year ago, China’s commerce ministry said it would “firmly oppose” a sale of the app by ByteDance.

Chinese export regulations appear to cover TikTok’s content recommendation algorithm, giving Beijing a say in whether ByteDance could sell or license the app’s most valuable feature.

It “is not a foregone conclusion by any means” that China will allow a sale, said Lindsay Gorman, a senior fellow at the German Marshall Fund who specializes in emerging tech and China.

China may retaliate against American companies. On Friday, China’s Cyberspace Administration asked Apple to remove Meta’s WhatsApp and Threads from its App Store, according to the iPhone manufacturer. The Chinese government cited national security reasons in making the demand.

Sapna Maheshwari reports on TikTok, technology and emerging media companies. She has been a business reporter for more than a decade. Contact her at [email protected] . More about Sapna Maheshwari

David McCabe covers tech policy. He joined The Times from Axios in 2019. More about David McCabe

Congress approved a TikTok ban. Why it could still be years before it takes effect.

TikTok’s fate in the U.S. has never been more in doubt after Congress approved a bill that gives its parent company two options: sell it to an approved buyer or see it banned.

President Joe Biden signed the legislation into law on Wednesday. 

But it could take years for the TikTok ban to actually go into effect, since its Chinese-owned parent company, ByteDance, is likely to challenge the statute in court. 

And even if it survives a legal challenge, no one is quite sure what would happen next. 

How soon could a potential ban take effect?

It would probably be several years from now.

According to the statute’s language, ByteDance would have nine months to divest and find an American buyer for TikTok once the bill is signed into law. 

On top of that, the president can push back the deadline by an additional 90 days. 

That means, without a sale, the soonest TikTok could shut down in the U.S. would be more than one year from now.  

But it’s more complicated than that. 

If ByteDance sues to block the implementation of the statute — which it has said it would do — the bill will be taken up by the D.C. Circuit Court of Appeals, according to Isaac Boltansky, director of policy for the financial services firm BTIG.

Boltansky said ByteDance would file a suit no later than this fall. And while the case is under judicial review, the “clock” on any ban is effectively paused, he said. 

Once the D.C. court issues its ruling, whichever side loses is likely to request a review by the U.S. Supreme Court.

That would forestall the ban by another year — meaning nothing would go into effect until 2026, Boltansky said.

TikTok will argue that the ban is unconstitutional and that it’s also taken steps to protect American users’ data. The app has already launched an aggressive lobbying campaign, featuring a number of small-business owners and influencers who say it's their lifeblood.

“We have got to make enough noise so that they don’t take away our voice,” TikTok user @dadlifejason, who has 13.8 million followers, says in a TikTok ad shared on social media.

What about finding a buyer?

The bill stipulates that TikTok can continue to operate in the U.S. if ByteDance sells the app to a U.S.-approved firm. 

While large U.S. tech companies would love to get their hands on the platform, Boltansky said that Biden administration regulators — not to mention GOP critics of Big Tech firms — have no interest in expanding the power, reach or influence of such companies.  

Some other outside groups might emerge. At least one led by Steve Mnuchin, who was Treasury secretary in the Trump administration, has already sought to make a bid, telling CNBC in March that he was putting together an investor group . The Wall Street Journal has also reported that former Activision Blizzard CEO Bobby Kotick was looking for potential buyer partners. While ByteDance, which owns other companies, is worth hundreds of billions of dollars, TikTok would fetch less than that, experts say — especially if it is sold without its powerful recommendation algorithm.  

But Boltansky believes ByteDance is unlikely to agree to any kind of sale. The Chinese government has said as much, arguing that it regards the algorithm as a national security asset. And without that, TikTok becomes much less appealing to potential buyers.    

So is TikTok in the U.S. going away?

It might — but the ultimate impact may be limited. The fact is, most TikTok users already have a presence on other platforms, so the impact on their livelihoods to the extent that they operate businesses on TikTok could be limited.

According to a survey from the financial services group Wedbush, approximately 60% of TikTok user respondents said they’d simply migrate to Instagram (or Facebook) in the event of a sale, while 19% said they’d go to YouTube. 

Analysts with financial services company Bernstein arrived at similar estimates. In a note to clients, they forecast that Meta, which owns Instagram and Facebook, would take over as much as 60% of TikTok’s U.S. ad revenue, with YouTube gaining 25%. Snapchat would also benefit, they said. 

Why did lawmakers feel they needed to take this drastic step?

Boltansky said many political pundits remain surprised that the bill got over the finish line. But a wave of anxiety about both Chinese influence and the impact of social media on youth converged to get it passed.

“This has been noteworthy,” Boltansky said. “Everyone is so conditioned to D.C. doing nothing or the bare minimum to keep the lights on.”

As tensions with Beijing have grown, congressional lawmakers, along with top law enforcement officials, have warned that TikTok is controlled by the Chinese Communist Party (CCP) and is a national security threat to the United States.

“It screams out with national security concerns,” FBI Director Christopher Wray testified on Capitol Hill last year

U.S. officials fear that the Chinese government is using TikTok to access data from, and spy on, its American users, spreading disinformation and conspiracy theories.

It felt like a TikTok ban was moving slowly, then quickly. What happened?

The House passed its standalone TikTok bill on a big bipartisan vote in March. But the Senate appeared in no hurry to take up the measure as Commerce Chair Maria Cantwell, D-Wash., drafted her own legislation.

That all changed when Speaker Mike Johnson, R-La., working with the White House, rolled out his $95 billion foreign aid supplemental plan last week that included billions of dollars for Ukraine, Israel and Taiwan. 

Included in that sweeping aid package: the House’s TikTok bill, with some minor changes. Johnson pushed the package through his chamber, then sent the House on a recess, forcing the Senate to take it or leave it.

Rather than further delay the critical, long-stalled military and humanitarian aid, the Democratic-controlled Senate is moving to quickly pass the package — including the TikTok bill and other Johnson priorities.

Rob Wile is a breaking business news reporter for NBC News Digital.

Scott Wong is a senior congressional reporter for NBC News.

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FTC bans noncompete agreements, making it easier for workers to quit. Here's what to know.

By Kate Gibson

Edited By Alain Sherter

Updated on: April 24, 2024 / 10:17 AM EDT / CBS News

Federal regulators on Tuesday enacted a nationwide ban on new noncompete agreements, which keep millions of Americans — from minimum-wage earners to CEOs — from switching jobs within their industries.

The Federal Trade Commission on Tuesday afternoon voted 3-to-2 to approve the new rule , which will ban noncompetes for all workers when the regulations take effect in 120 days. For senior executives, existing noncompetes can remain in force. For all other employees, existing noncompetes are not enforceable.

The antitrust and consumer protection agency heard from thousands of people who said they had been harmed by noncompetes, illustrating how the agreements are "robbing people of their economic liberty," FTC Chair Lina Khan said. 

The FTC commissioners voted along party lines, with its two Republicans arguing the agency lacked the jurisdiction to enact the rule and that such moves should be made in Congress. 

Within hours of the vote, the U.S. Chamber of Commerce said it would sue to block "this unnecessary and unlawful rule and put other agencies on notice that such overreach will not go unchecked." The new rule would "undermine American businesses' ability to remain competitive," the trade group, which advocates for U.S. corporations and businesses, said in a statement.

Why it matters

The new rule could impact tens of millions of workers, said Heidi Shierholz, a labor economist and president of the Economic Policy Institute, a left-leaning think tank. 

"For nonunion workers, the only leverage they have is their ability to quit their job," Shierholz told CBS MoneyWatch. "Noncompetes don't just stop you from taking a job — they stop you from starting your own business."

Since  proposing the new rule , the FTC has received more than 26,000 public comments on the regulations. The final rule adopted "would generally prevent most employers from using noncompete clauses," the FTC said in a statement.

The agency's action comes more than two years after President Biden directed the agency to "curtail the unfair use" of noncompetes, under which employees effectively sign away future work opportunities in their industry as a condition of keeping their current job. The president's executive order urged the FTC to target such labor restrictions and others that improperly constrain employees from seeking work.

"The freedom to change jobs is core to economic liberty and to a competitive, thriving economy," Khan said in a statement making the case for axing noncompetes. "Noncompetes block workers from freely switching jobs, depriving them of higher wages and better working conditions, and depriving businesses of a talent pool that they need to build and expand."

A threat to trade secrets?

An estimated 30 million people  — or one in five U.S. workers — are bound by noncompete restrictions, according to the FTC.  The new rule could boost worker wages by a total of nearly $300 billion a year, according to the agency.

Employers who use noncompetes argue that they are needed to protect trade secrets or other confidential information employees might learn in the course of their jobs. 

"It'll represent a sea change," said Amanda Sonneborn, a partner at King & Spalding in Chicago who represents employers that use noncompetes. "They don't want somebody to go to a competitor and take their customer list or take their information about their business strategy to that competitor."

Yet corporations concerned about protecting their intellectual assets can use restraints such as confidentiality agreements and trade secret laws, and don't need to resort to noncompete agreements, the FTC staff determined. 

The commission's final rule does not nullify existing noncompetes with senior executives, who are defined as those earning more than $151,164 a year and who hold a policy-making position. Those execs are much more likely to negotiate the terms of their compensation, according to regulators.  

Still, the FTC is banning new noncompetes for senior executives on the grounds that the agreements stifle competition and discourage employees from creating new businesses, potentially harming consumers.

The idea of using noncompetes to keep business information out of the hands of rivals has proliferated, noted Shierholz, citing a notorious case  involving Jimmy John's eateries .

Low-paid workers are now the hardest hit by restrictive work agreements, which can forbid employees including janitors,  security guards  and  phlebotomists  from leaving their job for better pay even though these entry-level workers are least likely to have access to trade secrets.

Real-life consequences

In laying out its rationale for banishing noncompetes from the labor landscape, the FTC offered real-life examples of how the agreements can hurt workers.

In one case, a single father earned about $11 an hour as a security guard for a Florida firm, but resigned a few weeks after taking the job when his child care fell through. Months later, he took a job as a security guard at a bank, making nearly $15 an hour. But the bank terminated his employment after receiving a letter from the man's prior employer stating he had signed a two-year noncompete.

In another example, a factory manager at a textile company saw his paycheck dry up after the 2008 financial crisis. A rival textile company offered him a better job and a big raise, but his noncompete blocked him from taking it, according to the FTC. A subsequent legal battle took three years, wiping out his savings. 

—The Associated Press contributed to this report.

Kate Gibson is a reporter for CBS MoneyWatch in New York.

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