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Projection is a psychological phenomenon where feelings directed towards the self are displaced towards other people.
Projective identification is a term introduced by Melanie Klein and then widely adopted in psychoanalytic psychotherapy. Projective identification may be used as a type of defense, a means of communicating, a primitive form of relationship, or a route to psychological change; used for ridding the self of unwanted parts or for controlling the other's body and mind.
Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying .The least visible segment of workplace bullying involves upwards bullying where bully- ing tactics are manipulated and applied against “the boss,” usually for strategically designed outcomes.
Narcissism is a self–centered personality style characterized as having an excessive preoccupation with oneself and one's own needs, often at the expense of others.
In psychology, narcissistic injury, also known as narcissistic wound or wounded ego, is emotional trauma that overwhelms an individual's defense mechanisms and devastates their pride and self-worth. In some cases, the shame or disgrace is so significant that the individual can never again truly feel good about who they are. This is sometimes referred to as a "narcissistic scar".
In human psychology, the breaking point is a moment of stress in which a person breaks down or a situation becomes critical. The intensity of environmental stress necessary to bring this about varies from individual to individual.
Conflict avoidance is a person's method of reacting to conflict, which attempts to avoid directly confronting the issue at hand. Methods of doing this can include changing the subject, putting off a discussion until later, or simply not bringing up the subject of contention. Conflict prevention can be used as a temporary measure to buy time or as permanent means of disposing of a matter. The latter may be indistinguishable from simple acquiescence to the other party, to the extent that those avoiding the conflict subordinate their own wishes to the party with whom they have the conflict. However, conflict prevention can also take the form of withdrawing from the relationship. Thus, avoidance scenarios can be either win-lose, lose-lose or possibly even win-win, if terminating the relationship is the best method of solving the problem.
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals – between competing needs and demands – to which individuals respond in different ways.
The dark triad is a psychological theory of personality, first published by Delroy L. Paulhus and Kevin M. Williams in 2002, that describes three notably offensive, but non-pathological personality types: Machiavellianism, sub-clinical narcissism, and sub-clinical psychopathy. Each of these personality types is called dark because each is considered to contain malevolent qualities.
Minimisation or minimization is a type of deception involving denial coupled with rationalisation/rationalization in situations where complete denial is implausible. It is the opposite of exaggeration. Minimisation, or downplaying the significance of an event or emotion, is a common strategy in dealing with feelings of guilt. Words associated with minimisation include:
Healthy narcissism is a positive sense of self that is in alignment with the greater good. The concept of healthy narcissism was first coined by Paul Federn and gained prominence in the 1970s through the research of Heinz Kohut and Otto Kernberg. It developed slowly out of the psychoanalytic tradition, and became popular in the late twentieth century.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.) can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger is more likely to respond to a stressful incident at work with CWB.
"Setting up to fail" is a phrase denoting a no-win situation designed in such a way that the person in the situation cannot succeed at the task which they have been assigned. It is considered a form of workplace bullying.
The true self and the false self are a psychological dualism conceptualized by English psychoanalyst Donald Winnicott. Winnicott used "true self" to denote a sense of self based on spontaneous authentic experience and a feeling of being alive, having a real self with little to no contradiction. "False self", by contrast, denotes a sense of self created as a defensive façade, which in extreme cases can leave an individual lacking spontaneity and feeling dead and empty behind an inconsistent and incompetent appearance of being real, such as in narcissism.
Narcissistic leadership is a leadership style in which the leader is only interested in themself. Their priority is themselves – at the expense of their people/group members. This leader exhibits the characteristics of a narcissist: arrogance, dominance and hostility. It is a sufficiently common leadership style that it has acquired its own name. Narcissism is most often described as unhealthy and destructive. It has been described as "driven by unyielding arrogance, self-absorption, and a personal egotistic need for power and admiration".
Neville Symington was a member of the Middle Group of British Psychoanalysts which argues that the primary motivation of the child is object-seeking rather than drive gratification. He published a number of books on psychoanalytic topics, and was President of the Australian Psychoanalytical Society from 1999 to 2002.
In psychology, narcissistic withdrawal is a stage in narcissism and a narcissistic defense characterized by "turning away from parental figures, and by the fantasy that essential needs can be satisfied by the individual alone". In adulthood, it is more likely to be an ego defense with repressed origins. Individuals feel obliged to withdraw from any relationship that threatens to be more than short-term, avoiding the risk of narcissistic injury, and will instead retreat into a comfort zone. The idea was first described by Melanie Klein in her psychoanalytic research on stages of narcissism in children.
Narcissism in the workplace involves the impact of narcissistic employees and managers in workplace settings.
While psychopaths typically represent a very small percentage of workplace staff, the presence of psychopathy in the workplace, especially within senior management, can do enormous damage. Indeed, psychopaths are usually most present at higher levels of corporate structure, and their actions often cause a ripple effect throughout an organization, setting the tone for an entire corporate culture. Examples of detrimental effects include increased bullying, conflict, stress, staff turnover, absenteeism, and reduction in both productivity and social responsibility. Ethical standards of entire organisations can be badly damaged if a corporate psychopath is in charge. A 2017 UK study found that companies with leaders who show "psychopathic characteristics" destroy shareholder value, tending to have poor future returns on equity.
In the field of personality psychology, Machiavellianism is a personality trait characterized by interpersonal manipulation, indifference to morality, lack of empathy, and a strategic focus on self-interest. Psychologists Richard Christie and Florence Geis named the trait after Niccolò Machiavelli, as they used edited and truncated statements inspired by his works to study variations in human behaviors. Their Mach IV test, a 20-question, Likert-scale personality survey, became the standard self-assessment tool and scale of the Machiavellianism construct. Those who score high on the scale are more likely to have a high level of deceitfulness and a cynical, unemotional temperament.
References
- ↑ Judith Sills, 'When Personalities Clash'
- ↑ Carl Jung, Man and his Symbols (1978) p. 46-7
- ↑ Henri Ellenberger, The Discovery of the Unconscious (1970) p. 700
- ↑ Neville Symington, Narcissism: A New Theory (2004) p. 24
- ↑ Sills
- ↑ Workplace conflict, Better Health Channel.
- ↑ Turner. S. and Weed. F., Conflict in Organizations, Prentice-Hall, Inc., Englewood Cliffs NJ (1983).
- ↑ Namie. G., Workplace bullying: Escalated incivility, Ivey Publishing, London, Ontario, (2003).
- ↑ Janet Macolm, Psychoanalysis: The Impossible Profession (1988) p. 38-9
- ↑ Symington, p. 40
- ↑ J. & M. McCarthy, Software for your Head (2002) p. 178
- ↑ Sills
- ↑ Jung, p. 181
- ↑ Daniel Goleman, Emotional Intelligence (1996) p. 39 and p. 118
- ↑ Chris Wrigley, A. J. P. Taylor (2006) p. 92 and p. 182-3
- ↑ G. M. Trevelyan, The Peace and the Protestant Succession (1965) p. 301-10
- ↑ D. Wood/D. D. Dempster, The Narrow Margin (1992) p. 82
- ↑ C. P. Snow, Corridors of Power (1975) p. 132
