My organization has many layers of Alpha Dogs; however, not all Alpha Dogs lead with positivity, and their words can be damaging. I have witnessed a teammate panic attack because her leader cruelly a

PROVIDE A 200 WORD RESPONSE TO EACH STUDENT DISCUSSION POST BELOW. A TOTAL OF 4 POSTINGS. TRY TO ENGAGE TO KEEP THE DISCUSSION GOING.

1ST POSTING: My organization has many layers of Alpha Dogs; however, not all Alpha Dogs lead with positivity, and their words can be damaging. I have witnessed a teammate panic attack because her leader cruelly attacked her performance; he compared her work ethic with other teammates', which could have caused her a demotion. His key words and phase were: You are not capable, you lack the skills it takes to do this job, you do not have what it takes to do it. All these words and phrases affect a person's self-esteem.  

Leaders who micromanage will eliminate empowerment and are toxic to the organization because they want to show who is in control and who will remain in control. "The New Alpha does not focus on getting to the top, then defending their position; instead, they focus on making an impact in their current role and letting the chips fall where they may" (21 Traits of the Alpha Employee | Ben Fanning, 2013). 

"Alpha Dogs are leaders who are in a position of authority and most credible and those who drive consistently high-value performance" (Casullo, 2012, p. 104). "The Urban Dictionary defines Alpha Dog as the leader or authority in a group, especially in a group of peers" (Casullo, 2012, p. 114). Throughout my career, I have had the privilege to work for Alpha Dog, who spoke and demonstrated positive affirmation to me and others on my team. Words and phrases such as:   

· We work as a team/we win as a team. 

· There is potential within this team, and we will tap into it.

· Put your best foot forward every time. 

· Understanding. 

· Empowered. 

As a new Alpha Dog, Fache states, "I am very driven and competitive, and my synthesis guides my decision making. At the same time, I have learned a lot about the importance of relying on others and empowering organizational leaders" (Casullo, 2012, p. 106). These are similar words that my manager stated when a team of lower-level employees, including myself, were appointed to collaborate on ideas to improve the quality of our roadside assistance service. 

After several months of collaboration, the team proposed to the managers our final suggestion, and the idea was accepted and implemented. They could have given that project to an upper-level employee, but they saw fit to empower the front-line users, the impacted group, who understood where the breakage was occurring. They encouraged the team to tap into their knowledge and create a process that would give the customer a better experience and eliminate errors in the input process.

2ND POSTING: Alpha dogs are leaders whose behaviors create energy and drive results (Casullo, 2012, pg. 102).” Alpha dogs have variances of power and how they use that power whether it be internal (behaviors, decisions, etc.) or external (work, school, family, etc.) can create a stigmatic culture. There are a few alpha dogs in my organization and some of the phrases they use are:

· “This is why we have jobs” 

· “It doesn’t feel good when you are doing this by yourself”

Alpha dogs are leading the pack most of the time and the first quote with the jobs, usually occurs when it's a very stressful time in the organization. In my head I am thinking that if I make a statement about the situation then I may lose my job as quickly as I obtained it. However, it's more so of a misunderstanding on my end. Casullo (2012) mentioned that bold communicators can be forceful leaders and some of them can take all the fun out of the room. The statements above correlate back to the notion that the behaviors/phrases can lead to credibility or feelings to be diminished (Casullo, 2012). Additionally, while it's understandable that the leaders within the organization are working to be in sync with the energy flow presented in the current moment, alpha dogs strive to be aware of the environment that surrounds them (Casullo, 2012). Looking back on those statements, we must remember the why, and how the stressful times are here now, but in a few weeks, everything will calm down. It's okay to ask for help, as there are many others within the organization who may be feeling the same way. We don’t see what everyone is doing, and it is about perception while referring to the social powers within the organizational hierarchy. 

3RD POSTING: While the Alpha dogs can have a leadership style or presence in their own way, there are pitfalls to be cognitive of. Those who are not accepting or take responsibility for mistakes (Casullo, 2012). As a leader accepting mistakes is critical overall because it can diminish your reputation and creditability of the organization. Another pitfall stated within this week's reading was “failing to be self-reflective” (Casullo, 2012). Self-reflection is the key to self-awareness either physically, mentally, emotionally, or spiritually (Habash, 2022). “When engaged in self-reflection, inner witness is developed (Habash, 2022).” This is essential for personal growth and development. However, self-reflection should not turn into comparing yourself to others. As self-reflection can create positive change, that can influence the organization. Not wanting to self-reflect can get in the way of actions, decisions, processes, and behaviors which can again affect the organization. Casullo (2012) also discussed being more concerned with individual or political power rather than what is for the best of the organization. Making decisions on what makes them feel good or what they think is correct rather than involving others who could be the direct result of the decision made is a red flag. By not thinking about the organization as a whole and rather just yourself, it can cause hostility and distrust within the organization. It can also cause credibility to be diminished and for turnover to occur. 

The overall pitfalls discussed within the reading, can have a profound effect on the organization. While pitfalls should be acknowledged, having awareness as to the different pitfalls and striving to do the opposite while communicating within the organizational hierarchy of needs is the best way to lead the organization to success. 

4TH POSTING: Although many Alpha Dogs have good intentions and use a respectful, ethical leadership style, there are some Alpha Dogs who misuse their power and create problems within the organization. There are six potential pitfalls of the Alpha Dog mentality, according to Casullo (2012). First, some leaders who seem like the Alpha Dog are incorrect when providing statistics. They can appear cavalier when they present the “facts”. It is advised that the others in the organization verify what they say to know the truth. Next, some Alpha Dogs in the workplace expect that when they say something, it is to be believed and there is no further discussion. The third pitfall of some Alpha Dogs is that they speak in absolutes (Casullo, 2012). These approaches turn followers into robots who must follow the directions and not ask for clarification or question the leader. One of the major components of successful organizations is open communication and this stifles both creativity and communication. Some Alpha Dogs fail to reflect on their actions and words. If they make an error, they do not necessarily correct it. Reflection is a pillar of good communication. In some cases, these leaders are more concerned about maintaining power, whether it is individual or political power. The best thing that they could do instead, is work for the “greater good of the organization” (Casullo, 2012, p. 109). When they do make mistakes, they do one of two things: refuse to accept responsibility or blame other people. These are the six pitfalls of Alpha Dogs.

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