As I listened to Clive Boddy define corporate psychopaths in Bullying and Corporate Psychopaths at Work, I realized I have been in this situation with my current company but in a previous department. Clive Boddy defined corporate psychopaths as charismatic, intelligent and impulsive (Bullying and Corporate Psychopaths at Work). Corporate psychopaths are excellent speakers and fantastic liars. These people will do what they want to get where they need to go. They will exaggerate a story making themselves look better or place themselves within the story. They are smart and know how to manipulate; making them excellent con artists. They are impulsive by acting or speaking without consequences. They have a win-win attitude, never losing and never wrong. Often these personality traits will create a hostile work environment among their employees. Motivation, ability, role perceptions and situational factors (MARS) Model of Individual Behavior and Performance explains how individual characteristic and situation represent external influences on the individual behavior (Organizational Behavior, 2015). The four factors of MARS will affect an employee when a corporate psychopath is around (Organizational Behavior, 2015). Motivations is what makes the employees want to work (Organizational Behavior, 2015). Ability is their skill level …show more content…
When an employee goes up the chain of command with the complaints the corporate psychopath is very manipulative by creates chaos and confusion. Unfortunately for the company, the employees’ morale goes down. Situational factors come up: child sick, missed the bus, woke up too late, etc., giving an employee that reason not to come to work. When the employee is at work, their work is sub-par. The employees will lack commitment, decline overtime and withdraw from work activities due to lack of
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
McKinnell, J. (2012). When your boss is almost a psychopath. Maclean's, 125(32), 64. Retrieved from EBSCOhost Database (AN: 78546729)
The goals of employees may go in a different way than those of companies, which will result in incompletion or delay in work.
Able to prioritize: They do not equate being busy with being effective. They place a high value on projects with the potential for great impact and return. Nimble: They are able to adjust and modify their approaches. Life-Long Learner: They proactively seek knowledge and skills and are willing to teach others.
The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation.
It requires commitment from employees to reduce absenteeism, reducing turnover rates. Strategies to influence the attitude of employees have a positive impact on their performance, improving their levels of commitment. This, in turn, would reduce the costs of the organization and help them achieve their objectives efficiently. Turnover is more of a management problem than employees because of the costs associated with it.
WHAT ARE CORPORATE PSYCHOPATHS? A psychologically oriented definition of what a psychopath is comes from the book ‘A Dictionary of Psychology’ which defines it thus; “A mental disorder roughly equivalent to antisocial personality disorder,
The job characteristics model is a fantastic tool in organizing and designing jobs for all levels of the company. It is characterized by five core job dimensions, which then feed into three critical psychological states, which ultimately feed into four desired personal and work outcomes. The five core job dimensions include skill variety, task identity, task significance, autonomy, and feedback. Establishing a good base for skill variety, task identity, and task significance will lead into the employee experiencing meaningfulness in the work they do. Job autonomy feeds into the critical psychological state of experiencing responsibility for the outcomes of the work that you perform.. Finally, feedback allows for one to experience knowledge
They are talented and truly passionate about what they do. They have the commitment to work hard, they are always prepared, they don't give up and never settle for second best. They are always trustworthy people who show their gratitude and high integrity in their behaviour, they are loyal, fair and never steal or cheat. They can multi-task but
If the employees are not involved in decisions, the leader will have trouble getting them to commit to the
Psychopath's existence in diversified jobs have major implications on work performance and ethical decision making. Since psychopaths are not driven by social responsibility, they limit corporate social responsibility. A psychopath puts one's own interests before the interests of a company and is less likely to make rational decisions. A psychopath may not experience the anxiety needed to avoid making decisions that hurt the reputation of the company. If put in the position of power, a psychopathic individual is likely to disrupt effective organization development because of their inability to empathize with others. If designed appropriately, I believe it would be beneficial to introduce a procedure within the workplace that allows the opportunity to learn about the profile of psychopaths, techniques to respond to psychopathic behavior, and the ability for employees to report the observation of individuals who display concerning
They are also dedicated to whatever they do. When they have challenges to face they always push through them when it gets difficult. Lastly they are open minded and flexible. This is also a strength when working with others. Because of this
According to Giacalone and Greenberg (1997), antisocial behaviour is based on personal, political, as well as property exchanges and less so on production, with the exception of sabotage (Giacalone & Greenberg, 1997). Antisocial behaviour includes aggression, discrimination, theft, interpersonal violence, sabotage, harassment, lying, revenge and whistleblowing (Kidwell & Martin, 2005). In order to predict deviant behaviours in the organizations, Hollinger (1986) suggests the importance of personal characteristics and perceptions and attitudes of employees about their organizations or
When employees are showing low job commitment and satisfaction, levels of turnover and truancy increase resulting in a decrease of productivity and profit. Consequentially, it is important for organizations to know how to accurately measure job satisfaction and find creative and cost-effective ways to increase fulfillment.
middle of paper ... ... Practical implication 12 page To have employees with more job commitment and higher levels of job satisfaction, an employer would have to include a budget for training. That will then lead to an increase in productivity and morale, and will show lower levels of absenteeism. Training has been linked to job satisfaction and has been shown to influence behaviors that will be beneficial to your organization. An organization that wants to have a successful company should really show the importance of the budget.