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Psychological projection is a defence mechanism of alterity concerning "inside" content mistaken to be coming from the "outside" Other. It forms the basis of empathy by the projection of personal experiences to understand someone else's subjective world. In its malignant forms, it is a defense mechanism in which the ego defends itself against disowned and highly negative parts of the self by denying their existence in themselves and attributing them to others, breeding misunderstanding and causing interpersonal damage. Projection incorporates blame shifting and can manifest as shame dumping. Projection has been described as an early phase of introjection.
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 includes verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike typical school bullies, workplace bullies often operate within the established rules and policies of both their organization and society. In most cases, workplace bullying is reported as being carried out by someone who is in a position of authority over the victim. However, bullies can also be peers or subordinates. When subordinates participate in bullying, this is referred to as ‘upwards bullying.’ The least visible form of workplace bullying involves upwards bullying where bullying tactics are manipulated and applied against a superior, often for strategically motivated outcomes.
Narcissism is excessive preoccupation with one's self, one's own worth, and one's own needs. It is typically associated with behaviors of self-elevation over others, entitlement, and delusional grandiosity.
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.
Group conflict, or hostilities between different groups, is a feature common to all forms of human social organization, and also occurs in social animals. Although group conflict is one of the most complex phenomena studied by social scientists, the history of the human race evidences a series of group-level conflicts that have gained notoriety over the years. For example, from 1820 to 1945, it has been estimated that at least 59 million persons were killed during conflicts between groups of one type or another. Literature suggests that the number of fatalities nearly doubled between the years 1914 to 1964 as a result of further group conflict.
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.
In psychology, grandiosity is a sense of superiority, uniqueness, or invulnerability that is unrealistic and not based on personal capability. It may be expressed by exaggerated beliefs regarding one's abilities, the belief that few other people have anything in common with oneself, and that one can only be understood by a few, very special people. The personality trait of grandiosity is principally associated with narcissistic personality disorder (NPD), but also is a feature in the occurrence and expression of antisocial personality disorder, and the manic and hypomanic episodes of bipolar disorder.
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 facade, 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 themself – 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.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism in psychology refers to a personality trait construct based on a cold, callous and exploitative orientation. It has been adapted and applied to the context of the workplace and organizations by psychology academics. Oliver James wrote on the effects of Machiavellianism and other dark triad personality traits in the workplace, the others being narcissism and psychopathy.
In the field of personality psychology, Machiavellianism is the name of a personality trait construct characterized by interpersonal manipulation, indifference to morality, lack of empathy, and a calculated focus on self-interest. Psychologists Richard Christie and Florence L. Geis created the construct and named it after Niccolò Machiavelli, as they used truncated and edited statements similar to his writing style to study variations in human behaviors. The construct's relation to the thinker himself is exclusively nominal. 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 manipulativeness, 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
