User:LinCurran/sandbox

'''Choose Your Topic/Find Sources ---Due Sat. 3.7'''

Topic: Narcissism in the Workplace

Sources:


 * From School Data Base
 * Tokarev, A., Phillips, A. R., Hughes, D. J., & Irwing, P. (2017). Leader dark traits, workplace bullying, and employee depression: Exploring mediation and the role of the dark core. Journal of Abnormal Psychology, 126 (7), 911–920. doi: 10.1037/abn0000299(used to edit bullying in the workforce) ~
 * Giambatista, Robert C.,Hoover, J. Duane Giambatista, R. C., & Hoover, J. D. (2018). Narcissism and teamwork skill acquisition in management education. The Psychologist-Manager Journal, 21(1), 55–74. ~
 * Judge, T. A., LePine, J. A., & Rich, B. L. (2006). Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance. Journal of Applied Psychology, 91(4), 762–776. https://doi-org.libproxy.mst.edu/10.1037/0021-9010.91.4.762 Tim Kruper (talk) 16:37, 15 March 2020 (UTC)
 * Michel, J.S., Bowling, N.A. Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors. J Bus Psychol 28, 93–105 (2013). https://doi-org.libproxy.mst.edu/10.1007/s10869-012-9265-6 Tim Kruper (talk) 16:37, 15 March 2020 (UTC) This may shed some light on the implications of narcissism in the workplace as it relates to employees
 * Knight, R. (2016, June 27). How to Work for a Narcissistic Boss. Retrieved March 20, 2020, from https://hbr.org/2016/04/how-to-work-for-a-narcissistic-boss LinCurran (talk) 16:24, 20 March 2020 (UTC)
 * "Sexual Harassment | RAINN". www.rainn.org . Retrieved 2020-03-27. ~

Outline (Things that could be added or changed)


 * Updates ~
 * Coping strategies (2012)
 * (Add information from Knight, Rebecca. “How to Work for a Narcissistic Boss.” Harvard Business Review, 27 June 2016, hbr.org/2016/04/how-to-work-for-a-narcissistic-boss.) ~
 * Not only do people work alongside narcissist but they work under them as well. Knight gives strategies that could be utilized.
 * Know what type of personality you are dealing with and learn more information about that type
 * Make sure to take care of your own self-esteem, find activities that bring you the independence and support that you need
 * Stroke their ego, pay completes when alone. If the boss finds you supportive it could possible allow for an advance on your own career.
 * Be care when challenging the boss, make it seem has if its not for the company but for the boss individually.
 * Don't gossip, narcissist are always trying to find out what others are thinking of them, if one needs to let off some steam talk to a friend, family member, etc. One that does not work for the company.
 * Earliest sources are from (2016) - besides the one I just added
 * Narcissists supply section is a little confusing ~
 * Corporate narcissism section at the bottom about Neville Symington is a little off could be an entire section on its own ~
 * From Judge: Narcissists tend to favor short term benefit over long term, thus raters of performance that are close to them (peers) rate them lower than raters that know them for a shorter period of time. ~
 * Also from Judge: Openness and conscientiousness are also related to higher self-ratings (than other-rated), along with narcissism. The link between conscientiousness and higher self-views can be explained because it is prosocial and and more likely to experience self-deception (at around the same amount as narcissists). Openness has yet to be explained.
 * Also, also from Judge: This article posits that narcissists can be especially damaging to jobs that 1) require judicious self assessment 2) heavily rely on healthy teams 3) use 360 degree feedback.
 * From Michel: Aggression moderates the relationship between narcissism and counterproductive work behaviors. This suggests that this is a leading cause in the damage narcissism has on the workplace (more so than poor self-evaluation) (aka the ego-threat evaluation OR the Self-Evaluation Maintenance Model).

Draft: Narcissism in the workplace
Peer Suggestion: Very first sentence (cite, sounds a bit biased) maybe edit to:

Original --> Narcissism in the workplace is a serious issue that may have a major detrimental impact on an entire organization.

Edit : --> Narcissism in the workplace can become a issue that can impact an entire organization.

The Opening Paragraph... (Tim's Attempt)
Narcissism in the workplace can have a sweeping impact on an organization. Often beginning with manipulation during the interview process, to engaging in counterproductive work behavior (especially when their self-esteem is threatened), narcissists behave differently from other employees during their time in the workplace. Narcissism is both a personality trait and a personality disorder, generally assessed with the Narcissistic Personality Inventory. (I don't know that this last sentence is the focus of the article, hence I'm not sure if it needs to be included here?) (The same goes with the other paragraph... the focus there isn't on narcissism in the workplace specifically, but the dark triad...?) Owing to these differences, Psychologists have studied the interview strategies of narcissists, their impact on coworkers, correlated behaviors, motivations, and preferences. Following these investigations, many have offered insight into the best practices when working with a narcissist, and perhaps some amount of benefit stemming from some of their behaviors. (That last sentence is honestly just there to vindicate the last section, "Productive Narcissists")

Job Interviews (Tim's edits)
Narcissists typically perform well at job interviews; they receive more favorable hiring ratings from interviewers than individuals who are not narcissists. Even more experienced and trained raters evaluate narcissists more favorably. This is perhaps because interviews are one of the few social situations where narcissistic behaviors, such as boasting, actually create a positive impression; however, favorable impressions of narcissists are often short-lived. An additional consideration; Narcissists tend to favor short term benefit over long term, thus raters of performance that are close to them (peers) rate them lower than raters that know them for a shorter period of time. Other related behaviors of narcissism, namely of status seeking, include blatant fabrication and exaggeration during the interview process. Interviewers’ initial impressions of narcissistic applicants are formed primarily on the basis of highly visible cues, which makes them susceptible to biases.

Narcissists are more skilled at displaying likable cues, which lead to more positive first impressions, regardless of their long-term likability or job performance. Upon first meeting narcissists, people often rate them as more agreeable, competent, open, entertaining, and well-adjusted. Narcissists also tend to be neater and flashier dressers, display friendlier facial expressions, and exhibit more self-assured body movements. Importantly, while narcissistic individuals may rate their own job performance more favorably, studies show that narcissism is not related to job performance. '''Openness and conscientiousness are also related to higher self-ratings (than other-rated), along with narcissism. The link between conscientiousness and higher self-views can be explained because it is prosocial and and more likely to experience self-deception (at around the same amount as narcissists). Openness has yet to be explained.''' Thus, while narcissists may seem to perform better and even be rated as performing better in interviews, these more favorable interview ratings are not predictive of favorable job performance, as narcissists do not actually perform better in their jobs than non-narcissists.

Impact on stress, absenteeism and staff turnover (Tim's edits)
There tends to be a higher level of stress with people who work with or interact with a narcissist. While there are a variety of reasons for this to be the case, an important one is the relationship between narcissism and aggression: Aggression is believed to moderate the relationship between narcissism and counterproductive work behaviors. Penney and Spector found narcissism to be positively related to counterproductive workplace behaviors, such as interpersonal aggression, sabotaging the work of others, finding excuses to waste other peoples' time and resources, and spreading rumors. These aggressive acts can raise the stress of other employees, which in turn increases absenteeism and staff turnover.

Move Narcissistic supply section to right before Coping strategies for dealing with workplace narcissists (Better for organization and flow of article) [Changed in Main-space]

Add to "Coping strategies for dealing with workplace narcissists" ~ [Moved to Main-space]
Knight suggest the fallowing for working under narcissists as well:


 * Know and learn about the type of personality you are dealing with.
 * Make sure to take care of your own self-esteem. Find activities that bring you the independence and support that you need.
 * Stroking the boss' ego may allow for advancement of your own career by being perceived as supportive.
 * Be careful when challenging the boss. If you must challenge, make it seem as if it's for the boss individually and not for the company.
 * Narcissists are always trying to find out what others are thinking of them, so don't gossip. It's best to let off steam with friends, family member, etc. (A person who does not work for the company).

Preference for hierarchical organisations (add more here) Can we call this something like "Organizational Design Preferences" (Tim has added stuff here)
Narcissists like hierarchical organizations because they believe that they will rise to high ranks and reap status and power (see narcissistic supply?). They take special interest in acquiring leadership positions and may be better at procuring them. Narcissists are less interested in organizational structures where there is little perceived opportunity for upward mobility. The prototypical narcissist is more concerned with getting praise and perceived performance rather than doing what benefits all of the organization's "stakeholders" (do we want to define or link to?). Some narcissistic attributes may confer benefits, but the negative and positive outcomes of narcissistic leadership are not yet fully understood. In terms of the internal functioning of organizations, narcissists can be especially damaging, or ill-fit, to jobs that require judicious self assessment, heavily rely on healthy teams, and/or use 360 degree feedback (see stakeholders) (from Judge source).


 * From Peer Review: look for sources to support 1st sentence

Sexual harassment ~ [Moved to Main-space]
There are strong links between narcissism and sexual harassment, associated with ego centrism and willingness to exploit others. According to RAINN, (Rape, Abuse & Incest National Network) sexual harassment can cause mental, physical, and emotional health problems that can include: a diverse range of emotions, anxiety, depression, PTSD, sleep problems, substance abuse and an increase in stress levels. Additional research has also been done that directly correlates narcissism with a proclivity to engage in sexual harassment. Relevant correlations include sociosexuality, unrestricted sexuality, and extroversion. A study was done in 2010, that looked at Sexual Narcissism and the Perpetration of Sexual Aggression. The results showed a relationship between sexual narcissism and a tendency for sexual aggression in the future, suggesting that there is a strong relationship between sexual narcissism and sexual assault. The study also found that men who exhibited certain elements of narcissism were more likely to carry out sexual aggression. This could potentially be used to pinpoint and even treat sexual aggression.

For "Add to 'Coping strategies for dealing with workplace narcissists'"
Overall, this is a good addition to that section!

I don't know that this is necessary, but to make your bullet points more balanced and improve how they flow, it could help to make all of them full sentences (ex. "Stroke their ego and pay compliments when alone with them. If the boss finds you supportive, it could possibly allow for an advancement of your own career.").

You could also condense some of the multiple sentences into one (ex. "Stroking the boss' ego may allow for advancement of your own career by being perceived as supportive.")

There are also quite a few typos that can be easily corrected, but other than that it looks good!

For "Preference for hierarchical organisations"
It looks like this section is going to be edited more going forward, but hasn't yet been edited.

My biggest suggestion would be to look for sources to support the very first sentence ("Narcissists like hierarchical organizations because..."). It's difficult to tell if the second sentence's citation was also citing for the first sentence as well, or if all three of the sources cited in that section would support that first sentence. Regardless, it seems like an important sentence to have multiple clear citations for, so that's something that could be looked at moving forward!

For "Sexual harassment"
There are a couple of typos again that can be quickly edited, but otherwise these are strong additions.

I really liked that the addition of the impacts of sexual harassment, because while it's generally known that it can have an impact, we may not know to what extent. It may also be helpful to add a Wiki link to allow users to read more about the impacts of sexual harassment.

The meaning of the final sentence is a bit unclear to me and it also is a tiny bit non-neutral (namely the use of the word "important"). It might be more clear if it's worded something like, "The study also found that men who exhibited certain elements/factors of narcissism were more likely to carry out sexual aggression. This could potentially be used to detect and even treat sexual aggression."

Otherwise, I think the additions made to this section were really interesting and good additions!

Bonus suggestion
When I read the actual article, I noticed that the very first sentence of the introduction could use some work. It isn't cited and it also could be considered a bit biased (especially without a clear citation). I don't know if this sentence was added by this group or if it was already a part of the article, but I thought I would mention it since I noticed it!

Otherwise, good work and let me know if you have any questions about any of my suggestions, edits, etc.! Ash Worley (talk) 15:18, 28 March 2020 (UTC)