Carlsen - J Narcissistic Personality Disorder

(1h|s paper shou|d be v|ewed for content on|y.
See Good Iormat Mode| |n the research course

documents for |atest AA formatt|ng)

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

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.

iii

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.

iv

TABLE OF CONTENTS
ABSTRACT ......................................................................................................................iii
CHAPTER I DESCRIPTION OF THE PROBLEM........................................................1
Introduction ............................................................................................................ 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

v

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

vi

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

vii

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

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 narcissism denotes 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

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.

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).

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.

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

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

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

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,

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

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

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 Leadership They are the ones who are pushing themselves and the
people around them to the limit, stretching their capabilities (Maccoby, 2003, p. 202).

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

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 book Identifying 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

the original narcissist paradox. He noted that narcissists simultaneously devalue others
even as they need others 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

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
article A 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-

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

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

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 a Field Guide to Narcissism, Carl Vogel said,

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

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.

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.

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.

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

literature on the problem studied and to combine that with coping mechanisms that could
be utilized by individuals who are confronted with this problem.

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

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

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

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.

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.

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

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.

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?

"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-1 kL-SUkVL

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?
"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-2 CS1-SUkVL

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?

"
#
$
%
&
'
(
)
*
+
#"
# $ % & ' ( ) * + #" ##
-3 CS1-SUkVL
"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-6 kL-SUkVL

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?
"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-6 CS1-SUkVL

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.

"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-4 kL-SUkVL
"
#
$
%
&
'
(
)
*
+
#"
" # $ % & ' ( ) * + #"
-S CS1-SUkVL

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.

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.


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

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.

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.

REFERENCES
Babiak, P. P. (2006). Snakes In Suits: When Psychopaths Go To Work (First ed.). New
York, NY, USA: HarperCollins Publishers Inc.
Britannica, E. (n.d.). Narcissus. Retrieved March 27, 2011, from Encyclopedia
Britannica Online: http://www.britannica.com/EBchecked/topic/403458/Narcissus
Coleman, A. M. (Ed.). (2009, March 3). A Dictionary of Psychology: "narcissistic
personality disorder n.". Retrieved March 2011, from Oxford Reference Online:
http://www.oxfordreference.com.webserver.macu.edu:2048/views/ENTRY.html?
subview=Main&entry=t87.e5349.
Downs, A. (1997). Beyond the Looking Glass: Overcoming the Sedductive Culture of
Corporate Narcissism. New York, USA: AMACOM.
First, M. M., Frances, A. M., & Pincus, H. A. (2004). 301.81 Narcissistic Personality
Disorder. In M. Michael B. First, M. Allen Frances, & M. Harold Alan Pincus,
The Essential Companion to the Diagnostic and Statistical Manual of Mental
Disorders, Fourth Edition, Text Revision - DSM-IV-TR Guidebook (Fourth ed., p.
364). Arlington, VA, USA: American Psychiatric Publishing, Inc.
Harvard Health Publications. (2004). Narcissism and Self Esteem. (E. B. Members, Ed.)
Harvard Mental Health Letter , 20 (8), 5.
Kaufman, S. (2011, August). The Peacock Paradox. Psychology Today , pp. 56-63.
Lubit, R. H. (2004). Coping With Toxic Managers, Subordinates...and other difficult
people (First ed.). (J. Boyd, Ed.) Upper Saddle River, NJ, USA: Pearson
Education, Inc., Publishing as Financial Times Prentice Hall.

Maccoby, M. (2003). Productive Narcissist: The Promise and Peril of Visionary
Leadership. Broadway Books.
Magnavita, J. J. (2004). Handbook of Personality Disorders: Theory and Practice. (J. J.
Magnavita, Ed.) Hoboken, NJ, US: Wiley. Mental Disorder: Personality
Disorders - Narcissistic Personality Disorder, Paragraph 11. (2011). Retrieved
April 7, 2011, from Encyclopedia Britannica Online:
http://www.britannica.com./EBchecked/topic/375345/mental-
disorder/32356/Personality-disorders
O'Neil, P. M. (1994). Narcissism. (J. K. Roth, Ed.) Retrieved March 27, 2011, from
Ethics, Rev. ed. Page 995:
http://go.galegroup.com.webserver.macu.edu:2048/ps/retrieve.do?sgHitCountTyp
e=None&sort=RELEVANCE&inPS=true&prodId=GVRL&userGroupName=okl
a65595&tabID=T003&searchId=R1&resultListType=RESULT_LIST&contentSe
gment=&searchType=BasicSearchForm&currentPosition=1&
(OPM), U. S. (1990, August). Management and Program Analysis Series, GS-0343.
Retrieved March 10, 2011, from Position Classification Flysheet for Management
and Program Analysis Series GS-0343, TS-98:
http://www.opm.gov/fedclass/gs0343.pdf
(OPM), U. S. (1987, January). Logistic Management Series, GS-0346. Retrieved March
10, 2011, from Position Classification Flysheet for Logistic Management Series
GS-0346, TS-78: http://www.opm.gov/fedclass/gs0346.pdf

Ronningstam, E. (2005). Identifying and Understanding the Narcissistic Personality. In E.
Ronningstam, Identifying and Understanding the Narcissistic Personality. Oxfprd
University Press.
Sussman, J. (2005). Empathy: The Bridge to Understanding. (T. Health, Ed.) Total
Health , 27 (1), 44-46.
Twenge, J. P. (2009). The Narcissism Epidemic: Living in the Age of Entitlement. New
York, NY, USA: Free Press a Division of Simon & Schuster, Inc.
Unknown, P. 4. (n.d.). The Greek Version of The Myth of Narcissus, Para 4. Retrieved
April 22, 2012, from Greek Myths and Greek Mythology:
http://www.greekmyths-greekmythology.com/narcissus-myth-echo/
Vogel, C. (2006, Jan/Feb). A Field Guide to Narcissism. Psychology Today , 39 (1), pp.
68-74.

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

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 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
actions (O'Neil, 1994, p. 995). Narcissism encompassed every fiber of that persons
being, so much so that it could be all consuming for the person afflicted with the disorder.
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 themselves to the level to which they knew they
belonged.
It is one thing to have earned special recognition for success or special talents, but
it is entirely another to expect special treatment and rights that you have not actually
earned or achieved. A narcissist 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.
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. 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, they resemble peacocks strutting around with their tail feathers unfurled
(Lubit, 2004, p. 23).
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
Revolution (Mao Tse-tung), and the Great Depression (Franklin Delano
Roosevelt). (Maccoby, 2003, p. 231)
Michael Maccoby gives 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).
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 are 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 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).
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. 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.
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.
Difficulties with Productive Narcissists
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 meets with
others was inconsequential to them.

A narcissist has a certain style of management that can 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 Aspects of Narcissism
Those narcissists that are talented singers and performers have 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 the original narcissist paradox. He noted that narcissists simultaneously
devalue others even as they need others admiration (Kaufman, 2011, p. 60).
Amazingly to those who are 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.
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.
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 fails, 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. It
was a toxic virus that fed through a department person-by-person until it has infected
everyone with its poison. Ultimately it became frustrating and exhausting for the
employee and ultimately led to the employees demise according to Alan Downs, 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

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 neglect their employees and believe 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.
They are concerned only with how people serve their own needs. They expect high
level performance from 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.
It was important for the employees to understand that the issues were not of their doing
but a result of the narcissism. In a Field Guide to Narcissism, Carl Vogel said, Rather
than admiration or fury, narcissists may in fact deserve our pity. From a very safe
distance (Vogel, 2006, p. 74).

Coping with a Narcissist Boss
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).
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).
Moving to another position within the company to avoid the grandiose manager is
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 are also many negative repercussions of working with and
for a narcissist. These individuals appear to have it all together, at first, and that may
continue 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.
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.

APPENDIX B
Self-Developed Pre-Survey
Please complete this survey prior to reading the Appendix attached.
1. How much do you know about narcissism?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
2. Would you be able to recognize the characteristics of a narcissistic person?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
3. Have you personally worked for someone that you feel displayed narcissistic traits?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
4. Are you familiar with any persons in history that may have been narcissists?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
5. In your knowledge of narcissism, do you believe there are any positive traits of the
disorder.
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
6. Do you know of any coping skills for working for a narcissist?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive

APPENDIX C
Self-Developed Post-Survey
Please complete this survey after to reading the Appendix attached.
1. How much do you know about narcissism?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
2. Would you be able to recognize the characteristics of a narcissistic person?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
3. Have you personally worked for someone that you feel displayed narcissistic traits?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
4. Are you familiar with any persons in history that may have been narcissists?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
5. In your knowledge of narcissism, do you believe there are any positive traits of the
disorder.
None 0 1 2 3 4 5 6 7 8 9 10 Extensive
6. Do you know of any coping skills for working for a narcissist?
None 0 1 2 3 4 5 6 7 8 9 10 Extensive

Carlsen - J Narcissistic Personality Disorder

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Carlsen - J Narcissistic Personality Disorder

Uploaded by

Copyright:

Available Formats

(1h|s paper shou|d be v|ewed for content on|y.

See Good Iormat Mode| |n the research course

You might also like