This research project is not to be regarded as confidential and its use as a sample in future classes is not restricted.
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ABSTRACT The purpose of this research project was to study the characteristics of Narcissistic Personality Disorder and the effects on individuals in the work environment. The problem involved the employees' ability to survive the daily stress and abuse encountered in the work environment when managed by a narcissist. It was discussed that individuals could display narcissistic tendencies and traits however one could only be diagnosed with Narcissistic Personality Disorder by a qualified professional. The primary characteristics of narcissism were explained which gave the reader the ability to recognize those traits in and out of the workplace. The important contributions that narcissists made in society were discussed. In contrast, the narcissists who had caused much devastation and carnage to societies and entire populations were discussed. While there were very evil and destructive traits of narcissism, those traits could actually have been a good and necessary advantage to companies, societies and in some cases nations. There were careers such as the entertainment industry that were particularly suited for a narcissist where their need for admiration was constantly fed. Productive narcissists were the self-starters of society and without their innovation and imagination many of the advances of societies would not have been possible. A frail self-esteem was of great note with a narcissist as their grandiose self-view was in conflict with their desperate need for approval and admiration from others. The data collected for this study indicated a large percentage of respondents were not aware of the characteristics of narcissism and could not recognize the traits. It was indicated that respondents had attained much more knowledge about narcissism once they read this research paper thereby proving the estimation that education increased recognition for this intervention.
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TABLE OF CONTENTS ABSTRACT ......................................................................................................................iii CHAPTER I DESCRIPTION OF THE PROBLEM........................................................1 Introduction ............................................................................................................ 1
Statement of Purpose ............................................................................................. 1
Setting of the Problem ........................................................................................... 1
History and Background of the Problem.................................................................2 Scope of the Management and Ethics Research Project .........................................4
Definition of Terms .................................................................................................4
CHAPTER II LITERATURE REVIEW..........................................................................6 Introduction .............................................................................................................6 Understanding the Characteristics of Narcissistic Personality Disorder ................6
Contributions of Productive Narcissists ................................................................10 Productive Narcissists are Difficult .......................................................................12 Positive Avenues for Narcissism...........................................................................14 Narcissism and Self Esteem ..................................................................................15 Working for a Narcissist........................................................................................17 Survival Strategies and Coping .............................................................................19 Conclusion.............................................................................................................21 CHAPTER III OPTION SELECTION...........................................................................23
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Introduction ...........................................................................................................23 Statement of Research Goals.................................................................................23 Review of Each Option..........................................................................................23 Conclusion.............................................................................................................24 CHAPTER IV DESCRIPTION OF THE INTERVENTION ...........................................26 Introduction ...........................................................................................................26 Statement of Objectives.........................................................................................26 Description of the Intervention..............................................................................27 Conclusion.............................................................................................................28 CHAPTER V DESCRIPTION OF THE INTERVENTION.............................................30 Introduction ...........................................................................................................30 Hypotheses Related to Objectives .........................................................................30 The Evaluation Plan...............................................................................................31 Limitations of the Evaluation Plan ........................................................................32 CHAPTER VI SUMMARY OF RESULTS...................................................................33 Introduction ...........................................................................................................33 Objective One ...................................................................................................... 33
Objective Two .......................................................................................................36
Conclusion.............................................................................................................38 CHAPTER VII CONCLUSIONS AND RECOMMENDATIONS...............................39
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Introduction ...........................................................................................................39 Conclusions ...........................................................................................................39 Recommendations .................................................................................................40 Recommendations for Further Research ...............................................................40 Summary................................................................................................................41 CHAPTER III REFLECTIONS OF THE RESEARCH PROJECT...............................42 REFERENCES..................................................................................................................43 APPENDIX A....................................................................................................................46 APPENDIX B....................................................................................................................56 APPENDIX C....................................................................................................................57
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A Study of Narcissistic Personality Disorder 1
CHAPTER I DESCRIPTION OF THE PROBLEM Introduction
The intention of this research project was to define Narcissistic Personality Disorder and present some of the characteristics in order to better understand the psyche of a narcissist and what motivates them to display such manipulative, selfish, and dominating behaviors. In this study, the researcher examines methods for employees to cope with and survive the daily barrage of controlling, micro-managing, and unrelenting abuse from a supervisor with Narcissistic Personality Disorder. In addition, it was intended to present the psychological implications of Narcissistic Personality Disorder on those employees and the effects that the narcissistic supervisor had on their overall productivity and general morale in that type of unhealthy environment. Statement of Purpose The purpose of this research project was to study the characteristics of Narcissistic Personality Disorder and the effects on individuals in the work environment. One of the goals of this research was to examine various methods for survival and examine strategies to thrive when employees were subjected to the controlling, dominating, and manipulative management style of a narcissist. Another goal was to learn how employees coped in relation to the psychological and emotional implications of feeling battled, beat-down, and manipulated by the narcissist supervisor and how this unhealthy environment affected their productivity, self-esteem, and overall morale. Setting of the Problem The setting of this problem was a unit on a military installation. While the military installation had many Directorates, this research project focused primarily on one A Study of Narcissistic Personality Disorder 2
Directorate that was commanded by a military officer. The Directorate consisted of two Departments. One Department was managed by a military officer and the other was managed by a civil service employee. There were Divisions that fell within the two Departments each being supervised by mostly military personnel. In addition to, but separate from the Divisions, were four civil service Program Managers who were directly supervised by a civil service manager. The Program Managers were responsible for ensuring programs were operating efficiently, on time, and according to policy and they performed audits on functions within the Department. The researcher was one of the four Program Managers and therefore, also had to endure this problem on a daily basis. There was a span of almost two years when the civil service manager position was vacant. The four civilian Program Managers had worked at the organization for several years and during the vacancy in staffing they reported directly to the Director. After the long vacancy a new civil service manager was hired. History and Background of the Problem The theory of narcissism has been around for a very long time. The story may have derived from the ancient Greek superstition that it was unlucky or even fatal to see ones own reflection. Narcissus was a very popular subject in Roman art. In Freudian psychiatry and psychoanalysis, the term narcissism denotes an excessive degree of self- esteem or self-involvement, a condition that is usually a form of emotional immaturity. (Brittanica) Both Havelock Ellis and Sigmund Freud identified and wrote about narcissism. It was their belief that Narcissism is a complex vice and a neurotic complex. The narcissus A Study of Narcissistic Personality Disorder 3
complex, identified by Havelock Ellis and by Sigmund Freud, involves an inordinate fascination with ones self----ones body, ones mind, ones actions (O'Neil, 1994, p. 995). To best describe this disorder the researcher quoted Coleman who stated that Narcissistic Personality Disorder was; A personality disorder characterized by grandiose ideas or actions, beginning by early childhood, indicated by such signs and symptoms as self-importance and boastfulness; preoccupation with fantasies of unlimited success, power, beauty, or other desirable attributes; self image as someone who should associate only with high-status people or institutions; excessive need for admiration; unreasonable expectations of favourable treatment; interpersonal exploitativeness; lack of empathy; envy; and patronizing arrogance. (Coleman, A Dictionary of Psychology: "narcissistic personality disorder n.", 2009, Para. 1) It had long been believed that the likelihood of a child displaying Narcissistic Personality Disorder as they grew older was directly related to the way that child was reared. Until recently, there was a common opinion that parenting pattern contributed to the development of NPD (Ronningstam, 2005, p. 49). According to Ronningstam, many researchers began studying the different possibilities of a child or young adult developing the disorder. (Ronningstam, 2005) Whatever the cause of Narcissistic Personality Disorder, there have been numerous narcissistic leaders in history. A few of those very memorable leaders were Napoleon Bonaparte, Mao Tse-tung, Josef Stalin, Mahatma Gandhi, and Theodore Roosevelt to name a few. A Study of Narcissistic Personality Disorder 4
Scope of the Management and Ethics Research Project
This research project examined the effects of a supervisor with Narcissistic Personality Disorder on employees in the workplace and how the employees who were subjected to that environment could learn to thrive. In addition, a small focus group was surveyed to determine their knowledge of the subject, if they had been personally affected, and if so, the effects this supervision had on them personally, on their performance, and their overall morale. The focus group was also asked if they knew any coping strategies that could help those affected. Importance/Significance of the Management and Ethics Research Project The significance of this research project was to determine from an employee perspective, the effects of being supervised by a narcissist and to highlight the negative aspects of this personality type and how it could impact the productivity, morale, and overall health of employees. Definition of Terms Narcissistic Personality Disorder: "Individuals with Narcissistic Personality Disorder are egocentric, grandiose, entitled, shallow, exploitative, arrogant, and preoccupied with fame, wealth, and achievement, and they generally lack empathy and consideration for the feelings of others (First, Frances, & Pincus, 2004). Logistics Management Specialist/Supply Officer: This series covers positions concerned with directing, developing, or performing logistics management operations that involve planning, coordinating, or evaluating the logistical actions required to support a specified mission, weapons system, or other designated program. ((OPM), 1990, GS-0343). A Study of Narcissistic Personality Disorder 5
Program Manager: This includes positions that primarily serve as analysts and advisors to management on the evaluation of the effectiveness of government programs and operations or the productivity and efficiency of the management of Federal agencies or both. ((OPM), 1987, GS-0346). Chapter Conclusion In conclusion, the intent of the introductory portion of this research paper was to familiarize the audience with Narcissistic Personality Disorder, its characteristics, and the consequences this disorder had on employees who were supervised by a narcissist. Much of the practical research was derived from the perspective of affected employees, by first- hand experience of the researcher, pre- and post-surveys, and personal interview of affected employees to determine particular effects and their individual methods for coping within this unhealthy environment. A Study of Narcissistic Personality Disorder 6
CHAPTER II LITERATURE REVIEW Introduction This literature review was intended to collect and present information that would enhance understanding of Narcissistic Personality Disorder by defining the disorder and its characteristics and idiosyncrasies as have been studied and reported by experts in the field of psychology. This literature was intended to heighten the awareness of the affects of the disorder on the individual and on others. Emphasis is on the effect of employees who work for a supervisor with traits of Narcissistic Personality Disorder. In addition, this literature recognized famous narcissists in history and their contributions to society showing that there were also positive benefits associated with this disorder. Understanding the Characteristics of Narcissistic Personality Disorder A basic understanding of a personality disorder was necessary before one could comprehend the magnitude to which a personality disorder impacted an individuals life. The Diagnostic and Statistical Manual of Mental Disorders Fourth Edition (DSM-IV) published by the American Psychiatric Association (APA, 1994) defined a personality disorder as: an enduring pattern of inner experience and behavior that deviates markedly from the expectations of the individuals culture, is pervasive and inflexible, has an onset in adolescence or early adulthood, is stable over time, and lead to distress or impairment (p. 629) (Magnavita, 2004, p. 6). It should be noted here that narcissism was a personality disorder and was quite different and separate from mental illness. In addition, many people had narcissistic traits but were not clinically diagnosed as Narcissistic Personality Disorder which can only be diagnosed by a professional. Being highly A Study of Narcissistic Personality Disorder 7
narcissistic or a narcissist is not the same as having a diagnosed psychiatric disorder or a pathological level of narcissism (Twenge, 2009, pp. 22-23). Among the many personality disorders that have been studied and diagnosed by professionals, the focus of this study was Narcissistic Personality Disorder for which the Encyclopedia Britannica provided a clear understanding of the narcissistic model. A person with this disorder has a grandiose sense of self-importance and a preoccupation with fantasies of success, power, and achievement. The essential characteristic of this disorder is an exaggerated sense of self-importance that is reflected in a wide variety of situations. The sense of self-worth exceeds the individuals actual accomplishments. People with this disorder are typically egocentric and are often insensitive to the perspectives and needs of others. They are likely to be seen as arrogant. The disorder is more common in men. And it tends to be apparent by early adulthood (Mental Disorder: Personality Disorders - Narcissistic Personality Disorder, Para. 11, 2011) The origin of narcissism comes from a Greek myth where a man named Narcissus was unable to find the perfect mate until one day he fell in love with his own reflection in a pool of water by a river bank. He was so enamored by his own reflection in the pool that he stared at it until he died. A flower called the narcissus grew by the river bank where he died (Unknown, Para. 4). In seeing how the Greek myth ends, it was clear that narcissism could have detrimental consequences for both the individual and for those around them. As stated perfectly by Patrick ONeil, Narcissism is a complex vice and a neurotic complex. The narcissus complex, identified by Havelock Ellis and by Sigmund Freud, involves an inordinate fascination with ones selfones body, ones mind, ones A Study of Narcissistic Personality Disorder 8
actions (O'Neil, 1994, p. 995). Narcissism encompassed every fiber of that persons being, so much so that it could be all consuming. Narcissists were so obsessively enamored with themselves, their appearance, their intelligence, their status, and absolutely everything about themselves that they cared nothing about anyone or anything else. Other people were only useful to them when they could be used as a tool to propel the narcissist to the level to which they knew they belonged. The Harvard Mental Health Letter reflected that Narcissistic personalities need to feel unique. They rely upon an unrealistic view of their talentsIn their eyes, their problems and needs, like their gifts, are extraordinary and deserve priority. They demand attention and admiration and expect special favors as a right (Harvard Health Publications, 2004, p. 1). It is one thing to have earned special recognition for success or special talents, but it was entirely another to expect special treatment and rights that were not actually earned or achieved. Narcissists believed they were special and they were entitled and that behavior, in the eyes of their peers, family, friends, and others was very difficult to process, let alone live with. A narcissist took up a lot of space in this respect because there was no space left for anyone else. No one was as important and special as they were. They didnt give it any thought because they saw nothing wrong with the way they were. Narcissists think that everything that happens around them, in fact, everything that others say and do, is or should be about them (Babiak, 2006, p. 40). Further, a narcissist would bring attention to themselves when they were in a gathering if they felt that not enough attention was being paid to them or if someone else had stolen the limelight. They would go to great lengths to divert a conversation or subject back to them so they could boast about their beauty, their accomplishments, or how unique and A Study of Narcissistic Personality Disorder 9
special they were. Often this was at the expense of those around them. They just didnt fathom that anyone could be as interesting as they, and when the attention was diverted away from them they acted out in inappropriate ways by insulting and disparaging others (Babiak, 2006). In a narcissists mind, there was nothing wrong with belittling and insulting others because they were without empathy. Empathy is the capacity to identify with and comprehend another persons feelings and circumstances. It is the total experience of being shoulder to shoulder, eye to eye, heart to heart, and toe to toe with another human beingEmpathy penetrates deeper than reason, allowing us to acquire knowledge through the senses and the heart, not merely through the mind. (Sussman, 2005, p. 44) In the mind of a narcissist, everyone else was merely there to serve their every need and they saw nothing wrong with that. Narcissists had a need to make every situation about them and they truly believed that they were special, better looking, smarter, and more deserving than others. This manifests itself in the way that they treated others. Upon first meeting, a narcissist they were very charming and sociable, inviting, and even captivating. They had a very charismatic personality and normally a good sense of humor that drew people to them. The problem was that everything was always about them, no matter what the situation. Roy Lubit had a comedic way of describing their behavior when he stated, They think a lot about themselves and they talk a lot about themselves, since no other subject is as important or interesting. Constantly boasting, A Study of Narcissistic Personality Disorder 10
they resemble peacocks strutting around with their tail feathers unfurled (Lubit, 2004, p. 23). To understand a narcissist was baffling at best. ...narcissism must be viewed not only as an endangerment to ones relationship to God and to fellow humans but also as a warping of the proper development of the self. Narcissism causes the aesthetic judgment, the intellectual faculty, and the power of the will to be perverted from their proper outward orientation, stunted, and turned inward (ONeil, 1994, Para. 5) Contributions of Productive Narcissists There was certainly a lot to be learned from history when dealing with a narcissist. There were many famous narcissists who led their people to battle and their countries to war. Many were leaders who strove to improve the lives of people and nations and conversely, there were many narcissistic leaders that destroyed their countries and some who even destroyed populations. Much evidence has been compiled of the effects that these leaders had on the people and the countries they led. Productive narcissists emerge during times of economic upheaval, cataclysmic change, and crisis; they were ideally suited, as Freud writes, to damage the established state of affairs, giving direction and meaning to societies in a state of flux. During these times, narcissistic leaders, for better or worse, create a new visionary order, as in each one of these revolutionary periods; the civil rights movement (Martin Luther King, Jr.), the Reformation (Martin Luther), the Cuban Revolution (Fidel Castro and Che Guevera), the Russian Revolution (Lenin, Trotsky, and Stalin), Indian Independence (Gandhi), the Chinese Communist A Study of Narcissistic Personality Disorder 11
Revolution (Mao Tse-tung), and the Great Depression (Franklin Delano Roosevelt). (Maccoby, 2003, p. 231) Michael Maccoby gave a shining example of the productive narcissist when he stated, The prototypical productive narcissistic leader, Napoleon Bonaparte, rose to power in the aftermath of the French Revolution, a time when the social and political slate had been wiped clean, calling for a visionary leader to create revolutionary changes (Maccoby, 2003, pp. 231-232). Napoleon as he is referred, forever transformed France by upending the old social, political, and legal systems with concrete reforms that endure to this day: He created the first national university system that was free; he built and maintained schools, hospitals, workhouses, and orphanages (Maccoby, 2003, p. 232). These were only a few of the many contributions for which this productive narcissist was known. The Civil War was a time in history when our country, lead by Abraham Lincoln, rose above the ravages of war and recognized that equal rights of our citizens was what our country and the Declaration of Independence was founded on. In American history, Abraham Lincoln is a productive narcissist who brought about social reform during a time of great turmoil (Maccoby, 2003, p. 232). There were some narcissists that chose a path that was not in politics or controlling a nation but were nonetheless striving for excellence, acceptance, and recognition in their field. One of these famous narcissists is Arshile Gorky, the Armenian-American artist who received much recognition after his premature death (Ronningstam, 2005, p. 137). Gorky was well revered for his art works until he took his A Study of Narcissistic Personality Disorder 12
own life at an early age. He finally gained in death the position among the masters that he so eagerly aspired to in life (Ronningstam, 2005, p. 137). There were many productive narcissists that made enormous contributions to nations, societies, corporations, and even politics however; there could be detrimental effects as well if those leaders allowed their narcissism to get out of control. Unfortunately, on the other side of the pendulum there were many narcissistic leaders that caused fear, upheaval, and unimaginable carnage. They destroyed societies and abolished populations. Studies of political leadership have suggested that malignant narcissism can accompany grandiose ambitions and strivings for power and control in certain political dictators and tyrants (Ronningstam, 2005, p. 108). Such leaders as Josef Stalen, Adolph Hitler, and Saddam Hussein were narcissists that took their power to sadistic limits. The scale of their deranged thought process and the magnitude of their actions, were so heinous, it was difficult for anyone to understand or comprehend. Theirs was a view into the more severe cases of narcissism and the detrimental thought process that allowed a narcissist to believe himself, to be justified in his actions, and feel no remorse or sorrow for having caused such destruction and devastation to so many. Ronningstam suggested that The tyrants create an environment in which cruelty, paranoia, and criminal behavior become legitimized to reach and defend their grandiose, unlimited mission (Ronningstam, 2005, p. 108). Productive Narcissists are Difficult As Michael Maccoby stated in his book, Productive Narcissist: The Promise and Peril of Visionary Leadership They are the ones who are pushing themselves and the people around them to the limit, stretching their capabilities (Maccoby, 2003, p. 202). A Study of Narcissistic Personality Disorder 13
Productive narcissists could be very good for us and our society. Many times they were the innovators and dreamers that could gain the momentum to make great strides in ways that could make our world a better place. It was necessary for individuals to possess some degree of narcissistic traits, otherwise who would be the innovators and hard- chargers in our world? Sometimes we needed a wake-up call to kick-start our minds and our imagination. These were the people with all the energy, the people who worked until all hours of the night and they never stopped thinking and dreaming. Their minds did not function on a 9-5 schedule. While much of their dreaming and thinking was for selfish admiration, much of their vision was actually to improve conditions and make historical strides. Whether this was because of their own need for recognition or not, if it could benefit society as a whole, or lead a corporation to success, then let them have their moment to shine. If we are to move forward as a society, we must rely on productive narcissists to take the risks, gather the social and economic resources and support, and push through the reforms that the other personality types could never dream of, much less undertake (Maccoby, 2003, p. 239). The problems arose when the narcissist, in their quest to gain that needed recognition, took down other innocent people which so often happened. A narcissist was not the best person to work with and definitely not the best person to work for. They had their own agenda and whether that agenda met with others was inconsequential to them. Others needs were of no matter to them especially emotional needs. They were on a solo flight of their own. They dont learn easily from others. They are oversensitive to any kind of criticism, which they take personally. They bully subordinates and dominate A Study of Narcissistic Personality Disorder 14
meetings. They dont want to hear about anyone elses feelings. They are distrustful and paranoid. They can become grandiose, especially when they start to succeed. Perhaps their most frustrating quality is that they almost never listen to anyone. (Maccoby, 2003, p. 203) Certainly working for a narcissist could have its benefits however you had to be sure of what you were getting into and be careful not to invest yourself emotionally. A narcissist had a certain style of management that could take down anything in their path to their success. An out-of-control narcissist promoted to a position of power can kill the most prosperous of companies. Most often this silent killer slips unnoticed through the back door and does irreparable damage before he can be stopped. The narcissistic management style is insidiously toxic (Downs, 1997, p. 31). Positive Avenues for Narcissism There were many positive avenues for narcissists to exercise their need for admiration and recognition such as the film or entertainment industry. According to Elsa Ronningstam in her book Identifying and Understanding the Narcissistic Personality, ...in other areas, such as art, music, film, and literature, exceptional personalities have designed a space for themselves that grants the full range of their exhibitionistic creativity as well as narcissistic eccentricity (Ronningstam, 2005, p. 136). Those narcissists that were talented singers and performers had the perfect stage to feed their desires for fame, attention, and acclaim. They were often accompanied by assistants who carried out their every wish in support of their extravagant lifestyles. The mere fact that their assistants catered to their every need helped to feed the narcissist and could even make their narcissistic traits worse. In 1984, PSYCHOLOGIST Robert Emmons posed A Study of Narcissistic Personality Disorder 15
the original narcissist paradox. He noted that narcissists simultaneously devalue others even as they need others admiration (Kaufman, 2011, p. 60). Amazingly to those who were not narcissistic, Narcissists know that others find them obnoxious. And they dont care (Kaufman, 2011, p. 60). Narcissism and Self Esteem Equally important to note was the frail self-esteem of a narcissist. This irony was captured well by Roy Lubit who said, Their grandiose fantasies are attempts to fill the emptiness and reinforce their fragile self-esteem (Lubit, 2004, p. 23). With the cold and calculating exterior that narcissists let others see, it was difficult to imagine that under that faade was a very delicate person. The narcissist is caught in the grip of a vicious cycle. He desperately needs approval and acceptance, but because he is unwilling to risk possible rejection, he must force others, his mirrors into subservient admiration. In time, the mirrors come to resent his domination and abandon him, fulfilling his deepest fears of rejection (Downs, 1997, p. 22). A narcissist is unable to stop himself from this behavior or see that it is he who caused people to reject him. His own emotional drought prevented him from seeing the hurt he inflicted on those he rolled over (Downs, 1997, p. 26). Because the narcissist believed he could not fail, he often used ideas from others, added a bit of his own style, and put them to use. He would always take the acclaim for achievements but often blamed others for his downfalls. (Downs, 1997) The risk of criticism and failure stymies the narcissists expression of truly creative ideas. The failure of an idea that he has personally authored cannot be easily diverted. He cannot blame anyone but himself for his failure. Because he derives so much of his self-esteem A Study of Narcissistic Personality Disorder 16
from his image, by admitting failure he would be forced to face personal inadequacies (Downs, 1997, p. 55). Not only did narcissists have low self-esteem, their self-esteem was misdirected. They related self-esteem to more superficial qualities such as appearance, status, achievements, power, and being smarter and more intelligent than all others whereas, most people related their self-esteem on more substantial qualities like their moral beliefs, integrity, ethics, and compassion. Roy Lubit, M.D., Ph.D. said it very well in his comment, Secure self-esteem facilitates an individuals ability to empathize with other people, care about others, and enjoy friendship and intimacy. It also supports commitment to values and ideals. The grandiosity of destructively narcissistic individuals, however, is not due to high levels of self-esteem. Rather, their grandiosity, arrogance, and devaluation of others is an attempt to seal over and protect their fragile self-esteem. Individuals with secure self-esteem have no reason to look down on and abuse others (Lubit, 2004, p. 17). On the other hand, Carl Vogel speaks about a paradox about narcissism in his article A Field Guide to Narcissism, in Psychology Today (2006, p. 74), Studies reveal that most ordinary people secretly think theyre better than everyone else: We rate ourselves as more dependable, smarter, friendlier, harder- working, less prejudiced and even better in the sack than others. The paradox about narcissism is that we all have this streak of egotism, says Mark Leary, chair of the department of psychology at Wake Forest University in Winston- A Study of Narcissistic Personality Disorder 17
Salem, North Carolina. Eighty percent of people think theyre better than average (Vogel, 2006, p. 74). A narcissist did not believe they had the ability to satisfy their inner psyche therefore, they look to others for this requirement and would put this responsibility on the people in their lives, however when this failed, they felt let-down and weak. They do not develop either rational self-esteem or a sense of responsibility and empathy for others (Harvard Health Publications, 2004, p. 3). The employee, over time suffered diminished self esteem- lack of control, a loss of self-respect, and confidence when subjected to the narcissistic manager. The employee would experience anger and resentment toward their manager and often suffer from depression long after exposure. Working for a Narcissist Working for a narcissist was interesting, in the beginning. An employee felt that this person was energetic and had great ideas, and was a bright, cheerful go- getter. This illusion quickly faded and turned into the ugly reality that was; destructive narcissism. What eventually led to an employees downfall was narcissism, the lethal disease with its venom devouring all of the employees in a work group. It is totally exasperating and physically draining and according to Alan Downs in his book Beyond the Looking Glass The personal cost of working for a narcissist manager can be devastating for the unsuspecting employee. The anger and frustration that result from the managers manipulative schemes can spill over into other business and personal relationships, destroying them as well. Beyond the anger, the quality of work life A Study of Narcissistic Personality Disorder 18
is devastated by the mistrust and demoralization created by the managers narcissistic maneuverings. Without a doubt, those seeking satisfying and rewarding work are most likely to find it outside the employ of a narcissist. (Downs, 1997, p. 56) It was a tumultuous road for employees that worked for a narcissist. There were mood swings, demands, control, and tantrums when the manager didnt get their way. Quite often there were unending and thankless hours of work, some of which served no purpose but to satisfy the narcissists whim or wave of brilliance. Subordinates expended their energy trying to please their narcissistic manager and feed their ego to no avail. This resulted in compromising their productivity in other areas. Employees would go above and beyond their required tasks for their manager with no reward or credit for the extra effort. These managers neglected their employees and believed that they were there at their disposal, literally. As time passed, this led to excessive stress, depression, low self-esteem, exhaustion, and poor morale for the employees because of having to expend so much time and energy dealing with the narcissist manager. Employees needed to look at this picture differently because Productive narcissists, on the other hand, dont have time for you unless you fill in the gaps in their knowledge and skill set (Maccoby, 2003, p. 206). The only way that employees remained employed under this manager was staying one step ahead of them. This was no easy task, however, but knowing their own job well was the key, as well as knowing where they could compensate for their managers shortcomings. As soon as the manager knew he had absorbed everything he could out of you, you were no longer worth his trouble. They are concerned only with how people serve their own needs. They expect high level performance from A Study of Narcissistic Personality Disorder 19
subordinates, but often fail to provide the resources necessary to do their jobs (Lubit, 2004, p. 14). There was no end to their game playing to get what they wanted. They were shrewd in business and in manipulation. Arrogant with peers and subordinates, they may suddenly become submissive in the presence of a superior. Once the superior has left, however they may well disparage her (Lubit, 2004, p. 14) At the least, it was a volatile work environment that these employees were subjected. The daily explosions of rage and insults were taxing on the employees. Grandiose managers are often loose cannons...The combination of arrogance, devaluation of others, anger, pursuit of their own needs without regard for the impact on other people or their company, and excessive risk taking makes them highly destructive to the organizations they work for and the family and friends that mistakenly trust them (Lubit, 2004, p. 14). Survival Strategies and Coping What most employees of a narcissist manager eventually settle into is passive compliance. They realize that if they take his ideas and implement them, life becomes much easier (Downs, 1997, p. 64). This strategy may have worked well for some people but not everyone could just accept what was happening around them and sit back and take it even when they knew that their manager would not change. Problems did arise when employees disagreed with the narcissist manager and only proved to escalate each situation. When challenged, the narcissist became more aggressive and quick to anger blaming all of the problems on the employee. It was important for the employees to understand that the issues were not of their doing but a result of the narcissism. In a Field Guide to Narcissism, Carl Vogel said, A Study of Narcissistic Personality Disorder 20
Rather than admiration or fury, narcissists may in fact deserve our pity. From a very safe distance (Vogel, 2006, p. 74). A narcissist would not care anything about your life because their entire existence was about themselves and their lives and they believed that they should be the concern of everyone around them. Dont look to your narcissistic boss for empathy, understanding, interest in your life, congratulations, praise for your work, or recognition of your loyalty and good qualities. Youre not going to get it. Check your ego as you walk into the office (Maccoby, 2003, p. 212). This was unfortunately the only way for the employees to defend themselves against the barrage of abuse and dysfunction from their manager and a good way to prevent internalizing the negative emotions they were feeling. Narcissists were also known to be workaholics who spent many hours working into the night with no consideration for employees personal time. In addition, they assigned multitudes of work to employees, ...dont do everything the boss tells you; its likely that hell forget about any number of assignments (Maccoby, 2003, p. 222). When work was of a nature that was clear to everyone to be a bad idea or poor business practice, a clever way they suggested this to their narcissist boss was explaining how this may affect his or her position of authority or standing as this seemed to garner his attention (Maccoby, 2003, p. 226). Roy Lubit had some very helpful suggestions in his article in Psychology Today titled A Field Guide to Narcissism (Lubit, 2004, pp. 31-32). He suggests preventing the situation is a good tactic for employees to use. Whenever possible, the employee should prevent or avert a situation that was known to be a trigger for outbursts. Another was to request instructions in print when they were given a task. This way both individuals were A Study of Narcissistic Personality Disorder 21
clear on what was expected. Employees should maintain instructions to protect themselves from any retaliation or confusion regarding an event or task so they could provide back-up information if ever needed. Additionally, the employee should always be diplomatic and straightforward when dealing with the narcissistic manager. Dont criticize him. Dont point out mistakes or examples of unfairness. Avoid one- upmanship. All of these actions will lead to narcissistic rage and a blind desire to attack you (Lubit, 2004, pp. 31-32). Working for someone else within the company to avoid the grandiose manager was generally the best long-term strategy. This is particularly important for very capable individuals, who a destructively narcissistic individual may see as a threat and therefore try to undercut (Lubit, 2004, p. 32). Conclusion In conclusion, there were many positive aspects to a narcissist working in the corporate world but there were also many negative repercussions of working with and for a narcissist. These individuals appeared to have it all together, at first, and that may have continued to be the case for many years. In most of this literary review the researcher found that the narcissist would usually meet their fate with a corporation only after havoc was rampant and they had successfully alienated and sorted through most of the employees, spent a lot of company money, and rapidly rose to a power position where they had control. The narcissist appeared to be in it for the corporation when really they were in it solely for their personal agenda and so they could receive the status and kudos that they so desperately thrived on. Their main need is admiration and they went to any extreme to obtain it. A Study of Narcissistic Personality Disorder 22
The researcher has shown that there are several famous narcissists in history, some of which had very immoral and disturbing reins of leadership that were perilous to the countries and societies that were under their control. Unfortunately these leaders are famous however, far from admired for their malevolent legacies. Alternately, some proved to be detrimental to the advancement of society at the time of their rein as in the cases of Napoleon Bonaparte and Theodore Roosevelt. Great good came from their hard- charging, dedication to make positive changes for the people and their legacy cannot be forgotten. In addition, it was presented that working for a narcissist was a very challenging if not an impossible task that could sap the energy, drive, and life out of the best employee, for trying to please this supervisor was an arduous if not unreachable goal. A Study of Narcissistic Personality Disorder 23
CHAPTER III OPTION SELECTION Introduction The purpose of this chapter was to examine the decision behind selection of the option best suited to describe Narcissistic Personality Disorder and discuss the positive and negative aspects of this disorder and to study the effects of working with and for a narcissist. Statement of Research Goals The purpose of this study was to develop an understanding of Narcissistic Personality Disorder and its characteristics. In addition, it was important to note that there were many positive traits as well as some negative. With a better understanding of this disorder the goal was to study ways to be able to work for a narcissist, cope with, and survive the battering and manipulation this entailed. Review of Each Option The Applied Design Intervention was intended to solve a specific problem. While there is a specific problem that the researcher was attempting to solve, it is beyond the abilities of the researcher in this situation to construct an intervention due to the proximity and position of the researcher to the problem itself. The Grant Proposal Submission was an option that would obtain funding for the research being conducted to introduce a new program. This study was not to seek funding for a new program, but instead to study ways to survive and make the best of a certain situation therefore, it was deemed inappropriate for this research project. A Study of Narcissistic Personality Disorder 24
The Alternative Policy option was determined to be ineffective in presenting this study because it would determine an alternate method for this problem. As there is no alternative to the subject of this research this option was deemed an unacceptable method. The Ethnological Emersion would require the researcher to immerse themselves into the specific setting of this problem to a degree that could have possibly caused adverse action to the researcher personally therefore this option was not appropriate for this research project. The Experimental Design would have required the researcher to examine, compare and contrast two separate groups for the same problem. As the researcher chose to study the effects of only one problem in a particular setting or group of people it was determined that this would not be the best option for this study. The Archival Study required the researcher to study historical literature on a known subject and present a thorough report of the literature found. In addition, this topic was found to be worthy of investigation and reporting as it would serve to inform the reader of this problem and its characteristics. Selection of this option enabled the researcher to study historical literature and subsequently provide some methods of coping with this problem by surveying the methods already being used by individuals who may have been affected by this problem and consequently, this option was selected. Conclusion There were other research options that could have been selected for this research paper however, it was decided that the Archival Study was best suited for this project. The Archival Study selection provided the most appropriate method to present historical A Study of Narcissistic Personality Disorder 25
literature on the problem studied and to combine that with coping mechanisms that could be utilized by individuals who are confronted with this problem. A Study of Narcissistic Personality Disorder 26
CHAPTER IV DESCRIPTION OF THE INTERVENTION Introduction In this study, the researcher examined methods for employees to cope with and survive the daily barrage of controlling micromanaging, and unrelenting abuse from a supervisor with Narcissistic Personality Disorder. In addition, it was intended to present the psychological implications of Narcissistic Personality Disorder on those employees and the effects that the narcissistic supervisor has on their overall productivity and morale in that type of unhealthy environment. Statement of Objectives Objective One: The reader will have a better ability to recognize the characteristics of Narcissistic Personality Disorder and obtain an understanding of some coping skills. This understanding will help the employee survive the negative aspects of working for a narcissist and mitigate the negativity from affecting the employee, personally. Having a better understanding of Narcissistic Personality Disorder prepared employees working for this type of individual and helped them to locate these individuals in the workplace. This paper also enlightened potential employees of the narcissists need for constant admiration and praise and their ability to destroy, take down, or merely overlook those people that were unable to serve their insatiable need for power, control and admiration at the expense of others, including their employees. Objective Two: While giving the reader literature reflecting on famous narcissists and their individual contributions to society, the reader would be able to A Study of Narcissistic Personality Disorder 27
identify some famous narcissists and distinguish the positive and negative aspects of narcissistic behaviors and the benefits and detriments these leaders had on others. While there were many leaders in history that wreaked havoc on their societies and their people, and those who took down million dollar corporations, there were still others that had dreams and visions of a better world and they tried to achieve that dream. This objective will attempt to show the reader some contributions of productive narcissists that have brought about positive changes to our society showing how their narcissistic characteristics helped them make their dream possible. Description of the Intervention People with Narcissistic Personality Disorder are all around us. Most everyone has a narcissist in their lives although there are many people that cannot quite classify the behavior or give it a name. Once someone learns the characteristics of the disorder they can more readily attach a name or classification to that particular behavior. For those people, this paper served as a tool to distinguish the specific behaviors that classified one a narcissist. Until we knew or could label a type of person we often had a difficult time getting along with them or processing them in an appropriate way. In being able to recognize the behaviors, the reader would be better able to relate to that person and come out unscathed. Many narcissists were very successful in business or politics, or ruling nations while others were trying to mastermind their way to the top of their corporations. There were some that had a greater plan for the world and they made strides in changing things for the better. Sometimes this personality type was needed to have the stamina and drive to follow through to the end and make a change. There were many famous leaders who A Study of Narcissistic Personality Disorder 28
were narcissists and many more who were on the same path as some of the great leaders in history. There were still other famous leaders that were detrimental to their nations and their people. For the narcissist, it was a viscous circle of chasing the admiration to feed the lack of self-esteem that kept them going. They valued themselves by their achievements and power. They were unable to feel emotionally what others felt and therefore they did not understand the concept of feelings and emotions. To compliment this research study, a pre- and post survey was given to the readers in addition to this study of the characteristics of Narcissistic Personality Disorder. The surveys illustrated some workplace issues presented by this mental disorder. In addition, the surveys included some contributions both good and bad, of famous narcissists. By introducing this information, the reader would be able to understand the positive aspects of the disorder as well as the negative, and develop ways to circumvent that negativity from affecting them personally. By further introducing some coping mechanisms, employees would obtain some skills for working for and with a narcissist. The data collected from the questionnaires was used to measure the understanding of individuals familiarity with the disorder and whether they would recognize this disorder in others. Conclusion The objectives in this research study focused on educating readers of the behavioral characteristics of Narcissistic Personality Disorder to better equip them to recognize these traits. In addition, it was intended that the reader would be able to function under the supervision of a narcissist and cope with the negative aspects of this strong personality type. The second objective was to educate the reader of the contributions of some A Study of Narcissistic Personality Disorder 29
famous narcissists, the positive and negative effects of their leadership and some of the detrimental effects of an out of control narcissist and the effect that this personality has on others. Data collected over the course of this study indicated that most people have encountered individuals in their lives that fit the traits of Narcissistic Personality Disorder however, some of the readers had not previously known about the disorder. The readers were presented with a pre- and post- survey which indicated that readers were more able to recognize this personality disorder and be able to cope with this type of supervisor after reading this research project. A Study of Narcissistic Personality Disorder 30
CHAPTER V DESCRIPTION OF THE INTERVENTION Introduction In this study, the researcher examines methods for employees to cope with and survive the daily barrage of controlling micromanaging, and unrelenting abuse from a supervisor with Narcissistic Personality Disorder. In addition, it was intended to present the psychological implications of Narcissistic Personality Disorder on those employees and the effects that the narcissistic supervisor has on their overall productivity and morale in that type of unhealthy environment. Hypotheses Related to Objectives Objective One: The reader will have a better ability to recognize the characteristics of Narcissistic Personality Disorder and obtain an understanding of some coping mechanisms to help the employee survive the negative aspects of working for a narcissist and mitigate the negativity from affecting the employee personally. Hypothesis One. Prior to reading this paper, at least 30% or more of individuals evaluated rated their knowledge about narcissism at 4 or less on a scale of 0-10 where 0 is equal to none and 10 is equal to significant. Hypothesis Two. After reading this paper, at least 30% or more of individuals evaluated rated their ability to recognize the characteristics of Narcissistic Personality Disorder was increased. Hypothesis Three. After reading this paper, at least 30% or more of the individuals evaluated indicated that they had ever worked for a narcissist. A Study of Narcissistic Personality Disorder 31
Hypothesis Four. After reading this paper, at least 30% or more of the individuals evaluated had more knowledge of coping mechanisms for surviving the negative aspects of working for a narcissist. Objective Two: While giving the reader literature reflecting on famous narcissists and their individual contributions to society, the reader would be able to identify some famous narcissists and distinguish the positive and negative aspects of narcissistic behaviors and the benefits and detriments these leaders had on others. Hypothesis One. Prior to reading this paper, at least 30% or more of individuals evaluated rated their knowledge of famous narcissistic leaders and the benefits and detriments these leaders had on others at 4 or less on a scale of 0-10 where 0 is equal to none and 10 is equal to significant. Hypothesis Two. After reading this paper, at least 30% or more of individuals evaluated indicated their knowledge of positive traits of narcissism had increased. The Evaluation Plan The researcher utilized two different techniques for the evaluation plan of the Archival Study to measure the knowledge individuals have about Narcissistic Personality Disorder and its affects upon others. 1. The first technique was performed to measure the impact of the information contained in the Archival Study. The information was evaluated from self-developed pre- and post- surveys, in conjunction with Appendix A, which was administered to fifteen people which included friends and relatives of the researcher. 2. The second technique was to determine the actual affects of how a person with Narcissistic Personality Disorder had a direct personal impact on the lives of the people A Study of Narcissistic Personality Disorder 32
evaluated in this study. To accomplish this collection of data, a self-developed survey was given to fifteen people that were friends and family of the researcher. The survey was presented in two different modes of delivery. The first presentation method was in- person by the researcher who remained present during the entire survey. The second method was via e-mail survey with responses received within 24 hours after being administered. These delivery methods enabled the researcher to collect responses either immediately or soon thereafter so timely feedback was accomplished. Limitations of the Evaluation Plan This collection of data was somewhat diverse by the two methods of delivery but the identical questions were asked of all participants thereby, reducing the possibility of only interviewing one group of people who were dealing with the identical situation. The unintentional possibility of bias could have been present due to the nature of the relationship of the researcher with the participants and their previous knowledge of the situation or the possibility of these participants misinterpreting the information because the researcher was dealing with the effects of this issue during the time of the data collection. A Study of Narcissistic Personality Disorder 33
CHAPTER VI SUMMARY OF RESULTS Introduction Chapter six reviewed the results from the Self-Developed Pre- and Post-Surveys which were distributed with the research paper to family and friends to read and complete. Eighteen questionnaires were distributed. Twelve were completed and returned. Objective One The intention was to measure the level of knowledge in recognizing the characteristics of Narcissistic Personality Disorder and the negative aspects of this disorder when subjected to these traits in the workplace. This objective was also to assess the frequency that respondents worked for a narcissist and knew of coping mechanisms to survive emotionally. Hypothesis One. Prior to reading this paper, at least 30% or more of individuals evaluated rated their knowledge about narcissism at 4 or less on a scale of 0-10 where 0 is equal to none and 10 is equal to significant. Question: How much do you know about narcissism?
As indicated by the pre-survey results, eight of the twelve respondents, or 70% rated their knowledge about narcissism to be at < 4 or less therefore this hypothesis proved to be correct. Hypothesis Two. After reading this paper, at least 30% or more of individuals Evaluated rated their ability to recognize the characteristics of Narcissistic Personality Disorder was increased. Question: Would you be able to recognize the characteristics of a narcissistic person?
Analysis of the post-survey results indicated that 80% of respondents rated their ability to recognize the characteristics of narcissism after reading this paper. The results of this hypothesis almost doubled therefore this hypothesis was considered correct. Hypothesis Three. After reading this paper, at least 30% or more of the individuals evaluated indicated that they had ever worked for a narcissist. Question: Have you personally worked for someone that you feel displayed narcissistic traits? " # $ % & ' ( ) * + #" " # $ % & ' ( ) * + #" -2 CS1-SUkVL A Study of Narcissistic Personality Disorder 35
Analysis of the post-survey results indicated that 69% of respondents rated that they had worked for someone they felt displayed narcissistic traits after reading this paper. This hypothesis was therefore considered correct. Hypothesis Four. After reading this paper, at least 30% or more of the individuals evaluated had more knowledge of coping mechanisms for surviving the negative aspects of working for a narcissist. Question: Do you know of any coping skills for working for a narcissist?
Analysis of the post-survey results indicated that 29% of respondents rated their knowledge of coping skills for working for a narcissist after reading this paper. As the stated hypothesis was a 30% or more increase in knowledge of coping skills, the result of 29% represents 1% less than the anticipated hypothesis, therefore this hypothesis was deemed false. Objective Two The purpose was to evaluate the effect of reading literature reflecting famous narcissists in history and their contributions as well as some of the positive and negative traits of the disorder which led to the benefits and detriments those leaders had on others. Hypothesis One. Prior to reading this paper, at least 30% or more of individuals evaluated rated their knowledge of famous narcissistic leaders and the benefits and detriments these leaders had on others at 4 or less on a scale of 0-10 where 0 is equal to none and 10 is equal to significant. Question: Are you familiar with any persons in history that may have been narcissists? " # $ % & ' ( ) * + #" " # $ % & ' ( ) * + #" -6 CS1-SUkVL A Study of Narcissistic Personality Disorder 37
As indicated by the pre-survey results, seven of the twelve respondents, or 58% rated their knowledge of famous narcissistic leaders and the benefits and detriments these leaders had on others at < 4 or less therefore this hypothesis proved to be correct. Hypothesis Two. After reading this paper, at least 30% or more of individuals evaluated indicated their knowledge of positive traits of narcissism had increased. Question: In your knowledge of narcissism, do you believe there are any positive traits of the disorder.
Analysis of post-survey results indicated that 70% of respondents rated their knowledge of positive traits of narcissism after reading this paper. This hypothesis was therefore considered correct. Conclusion The data collected indicated the success of this research project. The researcher anticipated a majority of individuals would indicate limited knowledge of narcissistic traits prior to reading the paper which was evidenced by the surveys presented. The researcher also anticipated that with the introduction of supporting literature, there would be a significant increase in the knowledge gained which was evident in all survey results. Although Objective One, Hypothesis Four proved false in meeting the stated hypothesis, there was an increase in the knowledge after reading the research paper. All of the objectives for this project have been met. Of the twelve respondents who read the research and completed the surveys, all twelve indicated that they had a better understanding of Narcissistic Personality Disorder, the characteristics as well as more knowledge of famous narcissists and their contributions to society than prior to reading the research. In addition, all respondents indicated a better understanding of some positive traits of the disorder. While the respondents rated an increase in their knowledge of coping skills after reading this study, the rate of increase failed to meet the anticipated hypothesis. A Study of Narcissistic Personality Disorder 39
CHAPTER VII CONCLUSIONS AND RECOMMENDATIONS Introduction The purpose of this research project was to study the characteristics of Narcissistic Personality Disorder and the effects on individuals in the work environment. This chapter is intended to present an interpretation of the research project results and any recommendations that may result from those findings. Conclusions Objective One The first objective was to educate the reader on recognizing the characteristics of Narcissistic Personality Disorder and the negative aspects of this disorder when subjected to these traits in the workplace. This objective was also to assess the frequency that respondents worked for a narcissist and knew of coping mechanisms to survive emotionally. The research confirmed that many people were not aware of the characteristics of narcissism prior to reading the research paper. The research paper proved to be an effective tool in educating people on the characteristics of narcissism and the negative aspects of these traits in the workplace as well as indicating the frequency that respondents worked for a narcissist. While Hypothesis One, Hypothesis Two, and Hypothesis Three all proved to be successful in satisfying this objective, Hypothesis Four, though indicating an increase, did not increase to the degree to meet the anticipated hypothesis therefore, Hypothesis Four failed to satisfy the objective as stated. This research was successful in satisfying this objective within 1% of the anticipated hypothesis.
A Study of Narcissistic Personality Disorder 40
Objective Two The second objective was intended to educate the reader on famous narcissists and their individual contributions to society and corporations, the reader would be able to identify some famous narcissists and distinguish the positive and negative aspects of narcissistic behaviors and the benefits and detriments these leaders had on others. The research confirmed that many people were not aware of any famous narcissists and their contributions to society prior to reading this research paper. With regard to positive and negative aspects of famous narcissist leaders and their contributions, all respondents showed an increase in their knowledge that there are positive aspects of narcissism. All hypotheses associated with objective two are correct therefore, the research was successful in satisfying this objective. Recommendations Recommendations with respect to this research paper were that individuals would be aware that narcissists were in the workplace and they needed to carefully navigate their way through the stressful conditions that could arise by educating themselves on the characteristics and coping strategies. Education would serve to provide coping skills and further prepare individuals for managing the potential abuse and stress associated with this personality disorder. Recommendations for Further Research This research was helpful in identifying a potential threat in many work environments, the effects of which were suffered by many people every day. Individuals who were unaware of this personality type and its characteristics could easily fall into the narcissists path without the proper tools for surviving the stress and the emotional roller A Study of Narcissistic Personality Disorder 41
coaster that could ensue. Education was a proven method to inform and provide coping skills for this workplace dilemma. It was recommended that further research to provide additional coping skills would be beneficial to effective prevention of the stress and emotional distress for the employees who worked for a narcissist. In addition, further research into the personal relationships of a narcissist would prove beneficial as there are many other areas where the narcissist can cause havoc. As this paper focused on a confined area of dealing with a narcissist in work situations, this research was satisfactory. Summary While many individuals may never encounter a narcissist in their work environments, many others do and the opportunity could present at any time. To know how to cope in advance, as a protection of this possibility, seems a much better alternative than for an employee to be subjected to this situation totally unprepared. The emotional toll a narcissist can take on an employee is exponential and many times can cost the employee their job and can even jeopardize their health. As the pre- and post- surveys in this project indicated, education for the most part, was an appropriate method to informing employees in the workplace of this potential. Education can provide these individuals with effective methods to cope with the situation without exacerbating the problem. A Study of Narcissistic Personality Disorder 42
CHAPTER III REFLECTIONS OF THE RESEARCH PROJECT In collecting and studying this research I changed my initial thoughts about someone I know fitting into the mold of a narcissist. I used to think that this person had every trait and characteristic of the disorder. I found that this individual displayed many aspects of narcissism, however, in my lack of being qualified to make this diagnosis, I would not go to the extreme of saying this person meets the criteria for Narcissistic Personality Disorder. The path to discovering this was interesting to me and I believe that I formulated this original opinion because I was somewhat swayed by others to make the unqualified determination. Narcissistic Personality Disorder is a very interesting subject. It was especially rewarding to me to learn about all the positive aspects of this disorder as I had only thought of the negatives. To realize that these people were the innovators and believers, the people that abandoned everything to go after what they believed in. Whether for selfish reasons or not, many times these people made unbelievable accomplishments for the betterment of mankind albeit many also caused carnage and destruction. For the leaders who resembled the latter, there were, and are so many more narcissists that have the abilities to move this nation and others into the future. Narcissists are not afraid to dream and go full speed ahead to their goals. It is a shame that when a narcissist fails, they normally take others down with them for the many times they fail, they also succeed, and without them I dont think we would be where we are. Most people hesitate to make mistakes that lead to success but a narcissist will venture to the unknown without a care because they have the courage that many lack. I dont think I would choose this subject for my research if I had it to do over again however it was a very interesting journey culminating in many discoveries along the way. A Study of Narcissistic Personality Disorder 43
REFERENCES Babiak, P. P. (2006). Snakes In Suits: When Psychopaths Go To Work (First ed.). New York, NY, USA: HarperCollins Publishers Inc. Britannica, E. (n.d.). Narcissus. Retrieved March 27, 2011, from Encyclopedia Britannica Online: http://www.britannica.com/EBchecked/topic/403458/Narcissus Coleman, A. M. (Ed.). (2009, March 3). A Dictionary of Psychology: "narcissistic personality disorder n.". Retrieved March 2011, from Oxford Reference Online: http://www.oxfordreference.com.webserver.macu.edu:2048/views/ENTRY.html? subview=Main&entry=t87.e5349. Downs, A. (1997). Beyond the Looking Glass: Overcoming the Sedductive Culture of Corporate Narcissism. New York, USA: AMACOM. First, M. M., Frances, A. M., & Pincus, H. A. (2004). 301.81 Narcissistic Personality Disorder. In M. Michael B. First, M. Allen Frances, & M. Harold Alan Pincus, The Essential Companion to the Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition, Text Revision - DSM-IV-TR Guidebook (Fourth ed., p. 364). Arlington, VA, USA: American Psychiatric Publishing, Inc. Harvard Health Publications. (2004). Narcissism and Self Esteem. (E. B. Members, Ed.) Harvard Mental Health Letter , 20 (8), 5. Kaufman, S. (2011, August). The Peacock Paradox. Psychology Today , pp. 56-63. Lubit, R. H. (2004). Coping With Toxic Managers, Subordinates...and other difficult people (First ed.). (J. Boyd, Ed.) Upper Saddle River, NJ, USA: Pearson Education, Inc., Publishing as Financial Times Prentice Hall. A Study of Narcissistic Personality Disorder 44
Maccoby, M. (2003). Productive Narcissist: The Promise and Peril of Visionary Leadership. Broadway Books. Magnavita, J. J. (2004). Handbook of Personality Disorders: Theory and Practice. (J. J. Magnavita, Ed.) Hoboken, NJ, US: Wiley. Mental Disorder: Personality Disorders - Narcissistic Personality Disorder, Paragraph 11. (2011). Retrieved April 7, 2011, from Encyclopedia Britannica Online: http://www.britannica.com./EBchecked/topic/375345/mental- disorder/32356/Personality-disorders O'Neil, P. M. (1994). Narcissism. (J. K. Roth, Ed.) Retrieved March 27, 2011, from Ethics, Rev. ed. Page 995: http://go.galegroup.com.webserver.macu.edu:2048/ps/retrieve.do?sgHitCountTyp e=None&sort=RELEVANCE&inPS=true&prodId=GVRL&userGroupName=okl a65595&tabID=T003&searchId=R1&resultListType=RESULT_LIST&contentSe gment=&searchType=BasicSearchForm¤tPosition=1& (OPM), U. S. (1990, August). Management and Program Analysis Series, GS-0343. Retrieved March 10, 2011, from Position Classification Flysheet for Management and Program Analysis Series GS-0343, TS-98: http://www.opm.gov/fedclass/gs0343.pdf (OPM), U. S. (1987, January). Logistic Management Series, GS-0346. Retrieved March 10, 2011, from Position Classification Flysheet for Logistic Management Series GS-0346, TS-78: http://www.opm.gov/fedclass/gs0346.pdf A Study of Narcissistic Personality Disorder 45
Ronningstam, E. (2005). Identifying and Understanding the Narcissistic Personality. In E. Ronningstam, Identifying and Understanding the Narcissistic Personality. Oxfprd University Press. Sussman, J. (2005). Empathy: The Bridge to Understanding. (T. Health, Ed.) Total Health , 27 (1), 44-46. Twenge, J. P. (2009). The Narcissism Epidemic: Living in the Age of Entitlement. New York, NY, USA: Free Press a Division of Simon & Schuster, Inc. Unknown, P. 4. (n.d.). The Greek Version of The Myth of Narcissus, Para 4. Retrieved April 22, 2012, from Greek Myths and Greek Mythology: http://www.greekmyths-greekmythology.com/narcissus-myth-echo/ Vogel, C. (2006, Jan/Feb). A Field Guide to Narcissism. Psychology Today , 39 (1), pp. 68-74. A Study of Narcissistic Personality Disorder 46
APPENDIX A A STUDY OF NARCISSISTIC PERSONALITY DISORDER AND ITS EFFECTS IN THE WORKPLACE The purpose of this Archival study was to learn about the characteristics of Narcissistic Personality Disorder and the effects on individuals in the work environment. One of the goals of this research was to examine various methods for survival and examine strategies to thrive when employees are subjected to the controlling, dominating, and manipulative management style of a narcissist. In order to develop coping skills to combat the effects a manager with this disorder has on employees, it was necessary to understand the disorder and its characteristics which required investigation. Understanding the Characteristics of Narcissism Among the many personality disorders that have been studied and diagnosed by professionals, the focus of this study was Narcissistic Personality Disorder for which the Encyclopedia Britannica provided a clear understanding of the narcissistic model. A person with this disorder has a grandiose sense of self-importance and a preoccupation with fantasies of success, power, and achievement. The essential characteristic of this disorder is an exaggerated sense of self-importance that is reflected in a wide variety of situations. The sense of self-worth exceeds the individuals actual accomplishments. People with this disorder are typically egocentric and are often insensitive to the perspectives and needs of others. They are likely to be seen as arrogant. The disorder is more common in men. And it A Study of Narcissistic Personality Disorder 47
tends to be apparent by early adulthood (Mental Disorder: Personality Disorders - Narcissistic Personality Disorder, Para. 11, 2011) As stated perfectly by Patrick ONeil, Narcissism is a complex vice and a neurotic complex. The narcissus complex, identified by Havelock Ellis and by Sigmund Freud, involves an inordinate fascination with ones selfones body, ones mind, ones actions (O'Neil, 1994, p. 995). Narcissism encompassed every fiber of that persons being, so much so that it could be all consuming for the person afflicted with the disorder. Narcissists were so obsessively enamored with themselves, their appearance, their intelligence, their status, and absolutely everything about themselves that they cared nothing about anyone or anything else. Other people were only useful to them when they could be used as a tool to propel themselves to the level to which they knew they belonged. It is one thing to have earned special recognition for success or special talents, but it is entirely another to expect special treatment and rights that you have not actually earned or achieved. A narcissist believed they were special and they were entitled and that behavior, in the eyes of their peers, family, friends, and others was very difficult to process, let alone live with. A narcissist took up a lot of space in this respect because there was no space left for anyone else. No one was as important and special as they were. In a narcissists mind, there was nothing wrong with belittling and insulting others because they were without empathy. Empathy is the capacity to identify with and comprehend another persons feelings and circumstances. It is the total experience of being shoulder to A Study of Narcissistic Personality Disorder 48
shoulder, eye to eye, heart to heart, and toe to toe with another human beingEmpathy penetrates deeper than reason, allowing us to acquire knowledge through the senses and the heart, not merely through the mind. (Sussman, 2005, p. 44) In the mind of a narcissist, everyone else was merely there to serve their every need and they saw nothing wrong with that. Roy Lubit had a comedic way of describing their behavior when he stated, They think a lot about themselves and they talk a lot about themselves, since no other subject is as important or interesting. Constantly boasting, they resemble peacocks strutting around with their tail feathers unfurled (Lubit, 2004, p. 23). Contributions of Productive Narcissists There was certainly a lot to be learned from history when dealing with a narcissist. There were many famous narcissists who led their people to battle and their countries to war. Many were leaders who strove to improve the lives of people and nations and conversely, there were many narcissistic leaders that destroyed their countries and some who even destroyed populations. Much evidence has been compiled of the effects that these leaders had on the people and the countries they led. Productive narcissists emerge during times of economic upheaval, cataclysmic change, and crisis; they were ideally suited, as Freud writes, to damage the established state of affairs, giving direction and meaning to societies in a state of flux. During these times, narcissistic leaders, for better or worse, create a new visionary order, as in each one of these revolutionary periods; the civil rights movement (Martin Luther King, Jr.), the Reformation (Martin Luther), the Cuban A Study of Narcissistic Personality Disorder 49
Revolution (Fidel Castro and Che Guevera), the Russian Revolution (Lenin, Trotsky, and Stalin), Indian Independence (Gandhi), the Chinese Communist Revolution (Mao Tse-tung), and the Great Depression (Franklin Delano Roosevelt). (Maccoby, 2003, p. 231) Michael Maccoby gives a shining example of the productive narcissist when he stated, The prototypical productive narcissistic leader, Napoleon Bonaparte, rose to power in the aftermath of the French Revolution, a time when the social and political slate had been wiped clean, calling for a visionary leader to create revolutionary changes (Maccoby, 2003, pp. 231,232). The Civil War was a time in history when our country, lead by Abraham Lincoln, rose above the ravages of war and recognized that equal rights of our citizens was what our country and the Declaration of Independence was founded on. In American history, Abraham Lincoln is a productive narcissist who brought about social reform during a time of great turmoil (Maccoby, 2003, p. 232). There are some narcissists that chose a path that was not in politics or controlling a nation but were nonetheless striving for excellence, acceptance, and recognition in their field. One of these famous narcissists is Arshile Gorky, the Armenian-American artist who received much recognition after his premature death (Ronningstam, 2005, p. 137). Gorky was well revered for his art works until he took his own life at an early age. He finally gained in death the position among the masters that he so eagerly aspired to in life (Ronningstam, 2005, p. 137). Unfortunately, on the other side of the pendulum there were many narcissistic leaders that caused fear, upheaval, and unimaginable carnage. They destroyed societies A Study of Narcissistic Personality Disorder 50
and abolished populations. Such leaders as Josef Stalen, Adolph Hitler, and Saddam Hussein were narcissists that took their power to sadistic limits. The scale of their deranged thought process and the magnitude of their actions, were so heinous, it was difficult for anyone to understand or comprehend. Theirs was a view into the more severe cases of narcissism and the detrimental thought process that allowed a narcissist to believe himself, to be justified in his actions, and feel no remorse or sorrow for having caused such destruction and devastation to so many. Productive narcissists could be very good for us and our society. Many times they were the innovators and dreamers that could gain the momentum to make great strides in ways that could make our world a better place. It was necessary for individuals to possess some degree of narcissistic traits, otherwise who would be the innovators and hard-chargers in our world? Sometimes we needed a wake-up call to kick-start our minds and our imagination. These were the people with all the energy, the people who worked until all hours of the night and they never stopped thinking and dreaming. Their minds did not function on a 9-5 schedule. While much of their dreaming and thinking was for selfish admiration, much of their vision was actually to improve conditions and make historical strides. Difficulties with Productive Narcissists The problems arose when the narcissist, in their quest to gain that needed recognition, took down other innocent people which so often happened. A narcissist was not the best person to work with and definitely not the best person to work for. They had their own agenda and whether that agenda meets with others was inconsequential to them. A Study of Narcissistic Personality Disorder 51
A narcissist has a certain style of management that can take down anything in their path to their success. An out-of-control narcissist promoted to a position of power can kill the most prosperous of companies. Most often this silent killer slips unnoticed through the back door and does irreparable damage before he can be stopped. The narcissistic management style is insidiously toxic (Downs, 1997, p. 31). Positive Aspects of Narcissism Those narcissists that are talented singers and performers have the perfect stage to feed their desires for fame, attention, and acclaim. They were often accompanied by assistants who carried out their every wish in support of their extravagant lifestyles. The mere fact that their assistants catered to their every need helped to feed the narcissist and could even make their narcissistic traits worse. In 1984, PSYCHOLOGIST Robert Emmons posed the original narcissist paradox. He noted that narcissists simultaneously devalue others even as they need others admiration (Kaufman, 2011, p. 60). Amazingly to those who are not narcissistic, Narcissists know that others find them obnoxious. And they dont care (Kaufman, 2011, p. 60). Narcissism and Self-Esteem Equally important to note was the frail self-esteem of a narcissist. This irony was captured well by Roy Lubit who said, Their grandiose fantasies are attempts to fill the emptiness and reinforce their fragile self-esteem (Lubit, 2004, p. 23). With the cold and calculating exterior that narcissists let others see, it was difficult to imagine that under that faade was a very delicate person. Not only did narcissists have low self-esteem, their self-esteem was misdirected. They related self-esteem to more superficial qualities such as appearance, status, achievements, power, and being smarter and more intelligent than all others whereas, A Study of Narcissistic Personality Disorder 52
most people related their self-esteem on more substantial qualities like their moral beliefs, integrity, ethics, and compassion. A narcissist did not believe they had the ability to satisfy their inner psyche therefore, they look to others for this requirement and would put this responsibility on the people in their lives, however when this fails, they felt let-down and weak. They do not develop either rational self-esteem or a sense of responsibility and empathy for others (Harvard Health Publications, 2004, p. 3). The employee, over time suffered diminished self esteem- lack of control, a loss of self-respect, and confidence when subjected to the narcissistic manager. The employee would experience anger and resentment toward their manager and often suffer from depression long after exposure. Working for a Narcissist Working for a narcissist was interesting, in the beginning. An employee felt that this person was energetic and had great ideas, and was a bright, cheerful go-getter. This illusion quickly faded and turned into the ugly reality that was; destructive narcissism. It was a toxic virus that fed through a department person-by-person until it has infected everyone with its poison. Ultimately it became frustrating and exhausting for the employee and ultimately led to the employees demise according to Alan Downs, Beyond the Looking Glass. The personal cost of working for a narcissist manager can be devastating for the unsuspecting employee. The anger and frustration that result from the managers manipulative schemes can spill over into other business and personal relationships, destroying them as well. Beyond the anger, the quality of work life A Study of Narcissistic Personality Disorder 53
is devastated by the mistrust and demoralization created by the managers narcissistic maneuverings. Without a doubt, those seeking satisfying and rewarding work are most likely to find it outside the employ of a narcissist. (Downs, 1997, p. 56) It was a tumultuous road for employees that worked for a narcissist. There were mood swings, demands, control, and tantrums when the manager didnt get their way. Quite often there were unending and thankless hours of work, some of which served no purpose but to satisfy the narcissists whim or wave of brilliance. Subordinates expended their energy trying to please their narcissistic manager and feed their ego to no avail. This resulted in compromising their productivity in other areas. Employees would go above and beyond their required tasks for their manager with no reward or credit for the extra effort. These managers neglect their employees and believe that they were there at their disposal, literally. As time passed, this led to excessive stress, depression, low self- esteem, exhaustion, and poor morale for the employees because of having to expend so much time and energy dealing with the narcissist manager. They are concerned only with how people serve their own needs. They expect high level performance from subordinates, but often fail to provide the resources necessary to do their jobs (Lubit, 2004, p. 14). There was no end to their game playing to get what they wanted. They were shrewd in business and in manipulation. It was important for the employees to understand that the issues were not of their doing but a result of the narcissism. In a Field Guide to Narcissism, Carl Vogel said, Rather than admiration or fury, narcissists may in fact deserve our pity. From a very safe distance (Vogel, 2006, p. 74). A Study of Narcissistic Personality Disorder 54
Coping with a Narcissist Boss A narcissist would not care anything about your life because their entire existence was about themselves and their lives and they believed that they should be the concern of everyone around them. Dont look to your narcissistic boss for empathy, understanding, interest in your life, congratulations, praise for your work, or recognition of your loyalty and good qualities. Youre not going to get it. Check your ego as you walk into the office (Maccoby, 2003, p. 212). Narcissists were also known to be workaholics who spent many hours working into the night with no consideration for employees personal time. In addition, they assigned multitudes of work to employees, ...dont do everything the boss tells you; its likely that hell forget about any number of assignments (Maccoby, 2003, p. 222). Moving to another position within the company to avoid the grandiose manager is generally the best long-term strategy. This is particularly important for very capable individuals, who a destructively narcissistic individual may see as a threat and therefore try to undercut (Lubit, 2004, p. 32) Conclusion In conclusion, there were many positive aspects to a narcissist working in the corporate world but there are also many negative repercussions of working with and for a narcissist. These individuals appear to have it all together, at first, and that may continue to be the case for many years. In most of this literary review the researcher found that the narcissist would usually meet their fate with a corporation only after havoc A Study of Narcissistic Personality Disorder 55
was rampant and they had successfully alienated and sorted through most of the employees, spent a lot of company money, and rapidly rose to a power position where they had control. The narcissist appeared to be in it for the corporation when really they were in it solely for their personal agenda and so they could receive the status and kudos that they so desperately thrived on. Their main need is admiration and they went to any extreme to obtain it. The researcher has shown that there are several famous narcissists in history, some of which had very immoral and disturbing reins of leadership that were perilous to the countries and societies that were under their control. Unfortunately these leaders are famous however, far from admired for their malevolent legacies. Alternately, some proved to be detrimental to the advancement of society at the time of their rein as in the cases of Napoleon Bonaparte and Theodore Roosevelt. Great good came from their hard- charging, dedication to make positive changes for the people and their legacy cannot be forgotten. In addition, it was presented that working for a narcissist was a very challenging if not an impossible task that could sap the energy, drive, and life out of the best employee, for trying to please this supervisor was an arduous if not unreachable goal. A Study of Narcissistic Personality Disorder 56
APPENDIX B Self-Developed Pre-Survey Please complete this survey prior to reading the Appendix attached. 1. How much do you know about narcissism? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 2. Would you be able to recognize the characteristics of a narcissistic person? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 3. Have you personally worked for someone that you feel displayed narcissistic traits? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 4. Are you familiar with any persons in history that may have been narcissists? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 5. In your knowledge of narcissism, do you believe there are any positive traits of the disorder. None 0 1 2 3 4 5 6 7 8 9 10 Extensive 6. Do you know of any coping skills for working for a narcissist? None 0 1 2 3 4 5 6 7 8 9 10 Extensive A Study of Narcissistic Personality Disorder 57
APPENDIX C Self-Developed Post-Survey Please complete this survey after to reading the Appendix attached. 1. How much do you know about narcissism? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 2. Would you be able to recognize the characteristics of a narcissistic person? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 3. Have you personally worked for someone that you feel displayed narcissistic traits? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 4. Are you familiar with any persons in history that may have been narcissists? None 0 1 2 3 4 5 6 7 8 9 10 Extensive 5. In your knowledge of narcissism, do you believe there are any positive traits of the disorder. None 0 1 2 3 4 5 6 7 8 9 10 Extensive 6. Do you know of any coping skills for working for a narcissist? None 0 1 2 3 4 5 6 7 8 9 10 Extensive