Carlsen_ J Narcissistic Personality Disorder

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A STUDY OF NARCISSISTIC PERSONALITY DISORDER IN THE WORKPLACE

AND ITS EFFECTS ON EMPLOYEES

A Management and Ethics Research Project Presented to the Faculty

In partial fulfillment of the requirements

For the degree of Bachelor of Science

by

Joyce A. Carlsen

Shirley Roddy, Ph.D.

May 1, 2012


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CERTIFICATION PAGE

This is to certify the research project prepared

By: Joyce A. Carlsen

Entitled: A STUDY OF NARCISSISTIC PERSONALITY DISORDER:

In the Workplace

Has been accepted by the faculty.

Signed:_______________________________

Shirley Roddy, Ph.D.

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........................................................1Introduction ............................................................................................................ 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 Conclusion .................................................................................................5

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



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


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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 narcissismdenotes 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


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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.


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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).


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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.


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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


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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


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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


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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,


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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


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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


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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 LeadershipThey are the ones who are pushing themselves and the

people around them to the limit, stretching their capabilities (Maccoby, 2003, p. 202).


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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


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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 bookIdentifying 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


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the original narcissist paradox. He noted that narcissists simultaneously devalue others

even as they needothers 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


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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

articleA 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-


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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


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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


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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 aField Guide to Narcissism, Carl Vogel said,


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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


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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.


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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.


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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.


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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


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literature on the problem studied and to combine that with coping mechanisms that could

be utilized by individuals who are confronted with this problem.


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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


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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


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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


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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.


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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.


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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.


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.


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


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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.


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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.


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?

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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.


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?

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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?

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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.


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?

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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.

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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.


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CHAPTER VII CONCLUSIONS AND RECOMMENDATIONS

Introduction



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.


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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


48/64


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.


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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.


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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


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


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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 co

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