Originals By Adam Grant

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Originals by Adam Grant
The workplace environment is influenced by several factors that determine the success of an institution. Two key issues highlighted by Grant include gender equality and the relationship between leadership and the performance of the members of staff with respect to the sections “Speaking while Female” and “Quitting Before Leaving” respectively. From an analytical viewpoint, Grant sheds light on the difference between agreeable and disagreeable managers and the gender inequality subjected to women in the workplace.
Grant presents an analytical review of the significance of agreeable and disagreeable managers in the workplace. Supportive or agreeable bosses are considered as helpful when it comes to assisting their employees who are faced with dissatisfying situations when compared to disagreeable managers who tend to be skeptical and critical (Grant 80). Grant highlights a study that assessed the level of happiness between agreeable and disagreeable people (81). As per the findings, agreeable people found happiness when complementing and praising others while disagreeable people found happiness critiquing others. It is perceived that agreeable managers tend to shy away from providing critical feedback to prevent the occurrence of conflict. However, disagreeable managers tend to be direct when providing criticism such that they challenge the members of staff to be more direct and improve their communication skills (Grant 82).

Also, disagreeable bosses are perceived to be more influential and open to new perspectives because of their consistent challenging of the status quo. They focus more on bettering an organization rather than defending it (Grant 82). Thus it can be concluded that disagreeable managers are more influential in the development of employees when compared to agreeable leaders
The idea of inequality in the work environment is adequately illustrated in “speaking while female”. The associated view is that there are still gender stereotypes who view women to be communal and the men assertive. Also, women are viewed as aggressive when they attempt to speak up. Grant highlights discontenting findings on the professional development of women whereby from his analysis, women receive lower performance evaluations when compared to men particularly when the men voice out new ideas (85). The same case applies to rewards whereby men who talk more receive more benefits when compared to women who are, instead devalued when they attempt to speak more (Grant 85). However, when women speak up, their sentiments are listened by all (87).
As stated earlier, from an analytical viewpoint, Grant sheds light on the difference between agreeable and disagreeable managers and the gender inequality subjected to women in the workplace. It can be viewed that disagreeable managers, despite being critical and skeptical, are more influential in the development of employees when compared to agreeable leaders. Also, when women are given the voice to speak up, then they are able to actively participate in the work environment.
Work Cited
Grant, Adam. “Originals”. New York: Ebury Publishing, 2016, pp. 79-87. Print.