Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, cilt.6, ss.295-308, 2020 (Diğer Kurumların Hakemli Dergileri)
Leaders should motivate and inspire employees at the same time mitigating their discrepancies and creating
synergy for the organizational goals. On the other hand, bosses and employees come and go but the negative effects of the destructive- toxic leadership will still remain in the organization. Destructive leadership might be regarded as positive if the organization is observed and evaluated as peaceful when all the works done in
the nick of time, associated with the rules and the regulations of the organization. However, if the individuals reach a consensus that they are mistreated at workplace, they begin to sit on pins and needles and feel themselves unsecured and stressed. When the employees realize that they experience unacceptable, unfair and uncivil behaviors from the leaders or coworkers, then they feel worthless and disrespected, and begin to think about leaving and it leads to employee turnover. So, such negative outcomes may cause huge hidden costs like the organization will lose its reputation and its business contacts because of the leaving, offended employees. In this conceptual study, toxic, destructive leadership will be identified in detail through a literature overview and its consequences and countermeasures will be explained and major solutions will be offered.