NARCISSISM A narcissistic leader can be destructive to an organization, work team, or department in result of their arrogance, sense of entitlement, need for power, and self-absorption. They possess a charisma that draws people towards their vision. Then, gain a following in which they will pursue with all that they can to get their desired results. They love to keep groupies around because they love to have their egos stroked and they need constant validation to endorse their excessive need for admiration (Arabi, 2014). The narcissist often abuse their power and use flattery in order to maintain control of their victims.
Leadership
According to Robbins and Judge, narcissism make toxic leaders. Their self-admiration, over competitive, and grandiose self- regard traits make them believe that they are very good leaders. When in actuality, they are very far from it (Robbins & Judge, 2009,2007,2005,2003,2001). An effective leader must be willing to communicate with their followers and share a mutual accountability (Kahlib Fischer, 2012). Employee engagement is important in leading work teams. The leader must know the mindset of the employee and be flexible to make changes to accommodate them (Kahlib Fischer, 2012). While the narcissistic leader is only concerned with their own goals, they must be somewhat charismatic, humble, and ambitious simultaneously in effort to employ a hesed relationship. In other words, an effective leader should be a level 5 leader, which is fiercely
There are many business issues we all face in the work place today. One of those that I can personally relate to my professional work life is narcissism. Stephen Robbins defines narcissism as being “the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.” (Robbins, 2009, p. 113) We have one employee who has the attitude of narcissism. He is very arrogant and thinks that he knows everything about anything. This would be fine if he actually did. However, we are an electrical company. Meaning we work very closely with electricity, which is highly dangerous if you do not know 100% what you are doing. It makes it very difficult to work with someone like this. They make their co-workers feel belittled and they are less effective at the job. Narcissisms are very arrogant in the fact that they do not care about their co-workers feelings. In the article “Narcissism and Emotional Contagion”, Writer Anna Czarna states that after much research, “narcissists are less likely to “catch
I recently read a book called “Leadership & Self Deception” by the Arbinger Institute. It explains how self-deception is the most pervasive problem in organizations today. It gave some of the following examples of types of people who suffer from self-deception:
Narcissism is a terrible trait to have in an employee, you discuss the way narcissism makes one of your coworkers feel entitled to a leadership position. Hopefully he is not given any leadership powers until he reigns in his narcissism. Narcissistic leaders can be even more problematic than a narcissistic employee. Leadership is about influencing someone, or a group, to achieve a goal (Kinicki & Fugate, 2016). Narcissists struggle to influence people because they are too wrapped up in themselves. Their feelings of superiority can also lead to them being short or condescending with employees.
Trump is the most accurate example of a narcissistic leader. David Gergen says that it is easy to “recognize is dark and bright sides of his personality.” Donald Trump’s behavior has been described as a personality of isolation, deep anger, and lack of trust. Even though Trump may have a lot of followers he has offended many people due to his behavioral patterns. This could cause him the race in the long run. People have tried to give him advice on this behavior, but he doesn’t listen to the advice. His awful comments toward Megan Kelly on Twitter, is an example of his unacceptable behavior. David Gergen further goes into detail on his opinion. He says, “Any candidate who stays up writing vengeful tweets about Megan Kelly is not the man we want answering the red phone at that hour.” (Gergen) He says inappropriate statements, and could possibly send our country into war with his irresponsible
Narcissistic Personality is defined as a mental disorder in which people have an inflated sense of their importance, a deep need for admiration and sense of their importance. In the year 2017, the media (Slate Magazine, New York Times and Huffington Post) used their website to claim that President Trump was suffering from narcissistic personality. As a result, more than 30,000 mental health professionals, psychiatrists, and psychologists and
Obviously, narcissists act as if they are sure of oneself. Due to these character traits, a manager can make the following assumptions about Simon: he is extraverted, disagreeable, lacks external locus of control, and lacks openness (Schemerhorn & Bachrach, 2014, p. 361). By having these traits, the manager needs to know that he will be very outspoken, blame other people when things go wrong, and does not like changing work environment. Without recognizing these traits, the manager will fail into being able to coach the narcissist. The trick is to be sensitive with the narcissist’s feelings. M. F. and DeVries (2014) say that a manager needs to build up the narcissist’s self-esteem but not make him be frightened (103). There is a fine line between making the narcissist act more superior or by crushing the narcissist’s self-esteem. A manager needs to be sure that they are not praising or condescending on the narcissist (M. F. & DeVries, 2014, pg. 103). Once the manager establishes that fine line the narcissist will be more responsive to that manager and will be more likely to trust that manager. The best way to coach a narcissist would be to discuss the relationships that the narcissists share with others. M. F. and DeVries (2014) say that narcissists have a habit transferring the wanting to please their parents as children into wanting to impress their bosses in adulthood (pg. 104). If a narcissist notices that they have a manager that
Jared, I enjoyed reading you post and ;earning about your military experience. You mentioned your experience with narcissistic leaders as well as respectable and immoral leaders. I would be interested in the differences between female and male leaders in the military. Kinicki, A., & Fugate, M., (2016) emphasized that research has found that “women used a more democratic or participatory style than men, and men used a more autocratic and directive style than women” (Kinicki, A., & Fugate, M., 2016, p. 445). As higher rank officers automatically have to be respected and followed. I wondered if women in the military automatically get the same respect. I would also be interested to see if the women in the military practice narcissistic leadership styles.
The Productive Narcissist: the Promise and Peril of Visionary Leadership by Michael Maccoby is a claiming of narcissism as a positive attribute. Maccoby, as a psychologist and business expert, has used this book to show the significance a narcissist can have on a company and the potential success of the company. This nonfiction book narrows the scope of interest concerning the effectiveness of visionaries with these personality qualities.
Collins said something that really stuck with me, “level 5 leaders channel their ego needs away from themselves and into the larger goal of building a great company. It’s not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious-but their ambition is first and foremost for the institution, not themselves” (Collins 21). More companies need to have the mindset of a level 5 leader, because they are very unique and essential for the success of a company. People must be patient, and the profits will come. Level 5 leaders care about the company as a whole and they listen to what their employees have to say. These leaders give authority to people and credit to the people who do the work. Managers and leaders rely on the lower end people for their business to succeed. Treating other people the way you want to be treated is how people should operate in a business. Appropriate behavior and rewards are incentives for an employee to be more productive.
The symptoms of narcissistic personality disorder are having a large sense of self-importance, having a preoccupation with fantasies of unlimited success, power, brilliance, beauty, or ideal love, lacking empathy, having a very strong sense of entitlement, taking advantage of others to achieve what he or she wants, requiring excessive admiration, and having a strong sense of entitlement. People with this disorder are in denial about reality and that can be considered very dangerous. There are five different ways to recognize an individual with narcissistic personality disorder and such as, having poor interpersonal boundaries, low self-esteem, reacting to viewpoints or criticism with anger or rage, constantly self-righteous and defensive, and
It is not uncommon for some leaders to have their personal goals overshadow the goals of the organization, and at the end of the leader’s tenure, there are often negative consequences for both the employees and the organization (Harvey, et al., 2007). Certainly, this reversal of objectives can be seen in the political arena as well, where leaders seek a leadership position to promote their own personal ambitions, which often generate substantial material gains (Harvey, et al., 2007). In addition, leaders who have negative and destructive leadership tendencies by taking advantage of their positions tend to take their organizations toward destruction (Reed, 2004; Pelletier, 2010). On the other hand, followers’ behaviors can cause the creation of toxic leaders when they attribute divine powers to leaders due to their desperation and hope that this leader will act like a therapist and alleviate their concerns (Lipman-Blumen, 2005b).
In my twenty or so years of employment, I worked under several types of leaders. Some were effective while others were ineffective. This course gives plenty of examples and descriptions of both effective and ineffective leadership styles. I understand the significance of pairing effective leadership with appropriate followers. Assessing each party’s traits prior to putting them together, which aids in decreasing tension. In this paper, I am discussing my experiences with bosses and leaders in different aspects of life.
The last weeks and the two last weeks, I learned many thing from the relational leadership class. My classmates presented about the narcissism. The meaning of narcissism is “inordinate fascination with oneself; excessive self-love; vanity” ("Narcissism," n.d.). In organizations, leaders who have this type personality, they will only interest in their self and do not care others thinking or opinions. The great leaders should have more on the emotional intelligence, so they will understand, know how to motivate and lead their subordinates for having more efficiency, getting productivities, and building on team collaboration. Moreover, a leader who has high score of the emotional intelligence, he or she can deal with any conflicts in organizations.
Steve Jobs makes for a riveting leadership case study because he was a remarkable innovator, exceptional marketer, and a visionary while at the same time being vicious, narcissistic and tyrannical. He is the textbook case for someone with a Narcissistic Personality Disorder but what sets him apart from the rest of the narcissists was that he was successful in harnessing the strengths of narcissism while tempering its weakness.
There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many