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Photo Credit:I thought I would repost my comments to a discussion question in the SIOP (Society for Industrial and Organizational Psychology) group on LinkedIn about the notion of “corporate psychopaths” (made famous by the book Snakes in Suits: When Psychopaths Go To Work Babiak & Hare, 2006).From Snakes in Suits: When Psychopaths Go To Work (p. Xiv):“The premise of this book is that psychopaths do work in modern organizations; they often are successful by most standard measures of career success; and their destructive personality characteristics are invisible to most of the people with whom they interact.
They are able to circumvent and sometimes hijack succession planning and performance management systems in order to give legitimacy to their behaviors. They take advantage of communication weaknesses, organizational systems and processes, interpersonal conflicts, and general stressors that plague all companies. They abuse coworkers and, by lowering morale and stirring up conflict, the company itself. Some may even steal and defraud.”As a former mental health counselor, I am very cautious about buying into this notion of “corporate psychopaths.” Technically, psychopathy is not mentioned in the DSM-IV-TR as a diagnosis. It actually falls under “Antisocial Personality Disorder” (301.7).For information sake (not trying to diagnose), the criteria for Antisocial Personality Disorder requires that a person must have (1) a history of conduct disorder symptoms as a juvenile, AND (2) antisocial symptoms as an adult.
It’s important to note that the DSM-IV explains the pattern of those who engage in antisocial behavior “continues into adulthood” (DSM-IV TR, p. In other words, their problematic behavior started before they were 18 and continued into adulthood.The DSM-IV said the prevalence of psychopathy in the general population is about 3% in males and 1% in females (DSM-IV TR, p. 704).Another important note is that generally a diagnosis of Antisocial Personality Disorder is not warranted if the person also has a substance abuse problem.Based on the criteria listed above, many of those who would be described or classified as “corporate psychopaths” in the book “Snakes in Suits” might actually not be psychopaths.This is why I am very skeptical about this idea of “corporate psychopaths.”Indeed, the authors of Snakes in Suits: When Psychopaths Go To Work (pp. Xiv-xv) warned:We consider it important to caution the reader that, although the topic of this book is psychopathy in the workplace, not everyone described herein is a psychopath and that readers should not assume that an individual is a psychopath simply because of the context in which he or she is portrayed in this book.ReferencesAmerican Psychiatric Association. Diagnostic and statisticalmanual of mental disorders (4th ed., text rev.). Washington, DC: Author.Babiak, P., & Hare, R.
Snakes In Suits Ebook
Snakes in suits: When psychopaths go to work. New York: HarperCollins Publishers. I/O Psychology and Organizational Behavior: I/O Psychology studies people, work behavior, and work settings to understand how behavior is influenced, changed, & enhanced to benefit employees & organizations. Organizational Behavior is about understanding, explaining, and improving the attitudes and behaviors of individuals and groups in organizations.I/O Psychology and OB are closely related & there's a huge overlap.Talent Management: attracting, developing, deploying, and retaining talent to meet critical current and future business needs, and ensuring that the organization has a robust pipeline of internal talent for critical positions.Change Management: preparing, equipping, and supporting individuals to successfully adopt change in order to drive organizational success and outcomes. It's about leading, managing, and supporting people in adopting new mindsets, policies, practices, and behaviors to deliver organizational results.
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