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Narcissism in the Workplace

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Narcissists will not change and cannot be avoided, however, they can be managed…

Engy Shahbander

A successful leader must be very decisive, persuasive, determined, with high self-esteem. There is, however, a very fine line between such necessary leadership  qualities and the undesired Narcissistic ones. Narcissism involves an inflated sense of one’s own importance and an excessive need for admiration, and feelings of superiority with little or no regard for other people’s feelings. Practically everyone has either worked for a narcissistic manager or been exposed to one in some capacity. In this article, we will discuss signs of a narcissistic managers and ways to deal with them.

Signs of a Narcissistic Manager

1. Superior sense of self – They lack the empathy to treat people as equitable human beings.

2.  Insensitive to others – Narcissistic managers can range from insensitive to abusive. They may overwork employees without proper compensation, give them unreasonable working hours or assign them tasks that do not pertain to the their job description.

3.  Use employees for personal Agenda – A narcissistic manager may ask their employee to run personal errands or take care of personal matters.

4.  Like to hear themselves talk- Many narcissistic managers love to be the center of attention, and do so by dominating meetings, presentations, phone conferences, and email discussions. They often like to remind people of their accomplishments, and why their ideas and proposals deserve special consideration, while putting other people’s ideas down!

5.  Constant name and status reminder – They like to remind people of the important degree they possess, prestigious school they went to, exclusive groups they’re a part of etc… They want to constantly appear important, with a magnified and exaggerated sense of themselves.

6.  Reluctant to give Credit – They feel that offering recognition  diminishes their narcissist’s own power. When they do give credit, it’s usually under the context of an employee performing well, due to their “brilliant leadership” or they may praise an employee only if they want something from them!

7.  Sensitive to Criticism – Negative feedback,  threatens the narcissist’s fragility that lies behind the strong but superficial image, they portray. They will typically respond to criticism with anger, pretence of indifference, and blaming others for their own shortcomings. It’s always someone else’s fault!

8.  Steal Credit – Narcissistic managers may either give an employee partial credit, while keeping the main credit for themselves, or outright steal a brilliant idea of an employee.

9.  Break Rules and Ethical Norm – Many narcissists think, they are above the law, and should be exceptions to every rule.

How to deal with a Narcissistic Manager

  1. Accept that there is nothing you can do to make your boss treat you differently. Understand that you cannot change them, but you can adapt to them!
  2. Understand that narcissists feed their ego on breaking others self-esteem- Do not allow them to make you feel bad about yourself.
  3. Do not give them too much attention – Too much attention will reinforce their bad behavior.
  4. Stay  in control & avoid conflict – Try to find ways to remain in control, while avoiding conflict situations before they happen, if it is within your capacity. You may want to refer back to policies and/or written guidelines and resort to committees for decision making whenever possible.
  5. Avoid excessive compliments or admiration – Do not help alleviate their insecurities by boosting their ego!
  6. Do not follow blindly – It is important to remember that narcissists will never change, no matter what you do, so do not follow them even when they are at fault,  just to gain their approval. Resist illegal or inappropriate decisions.
  7. Limit communication to written forms – A narcissist will always portray themselves as a victim. Always protect yourself by keeping every word documented, and  if they tell you a story, double check the facts!
  8. Do not argue – Just stay focussed and try to avoid conflict whenever possible. Should the argument be inevitable, find any point of agreement, then immediately end the discussion. Your time and effort investment will be in vain!
  9. Do not allow narcissists to provoke you – keep in mind, that provocation is a form of manipulation. Try to stay focused and ignore their provocative attempts.  

    At the workplace, Narcissism is more prevalent amongst upper management of large companies, which can have detrimental effects on the success of the company. Narcissists will not change and cannot be avoided, however, they can be managed!

Written By: Dr. Engy Shahbander

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Wellbeing @ Work Summit Middle East 2021 – where balance, resilience and authenticity break the Mental Health Stigma

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Written by: Cinzia Nitti

Globally, 2020 has been a year like no other. Coronavirus pandemic caused a massive business disruption; transformation has been key in supporting employees and catalyzing workplace changes. There was a rush to adapt and reinvent Business Models. Organizations had to rethink and reconsider how they deliver services and strengthen their Organizations through a forward-thinking Digital strategy. To be more agile and responsive in such uncertain times, we need to respond to challenges and adapt quickly to new scenarios by moving from rigid hierarchies to leaner and more flexible structures.

But what about Mental Health at Work, and why is it essential?

What’s the Office of the Future?

Within the Wellbeing @ Work Summit Middle East 2021, HR Leaders tried to normalize the conversation about Mental Health by putting the topic first, enabling self-care and professional support, raising awareness, and building knowledge around its related issues. Nowadays, personal and work life are more intertwined than ever, so it becomes vital to create balance: the more employees feel free to talk about Mental Health, the more they can prevent struggle and breakout at the Workplace. HR leaders play a crucial role in making an IMPACT by pushing new solutions, promoting work-life balance, redesign workloads, and supporting their Teams.

In this general frame, Irada Aghamaliyeva (MENA Diversity, Inclusiveness & Wellbeing Leader at EY) affirmed: “Workplaces that are inclusive foster enhanced employee wellbeing; employees with high levels of wellbeing are more inclusive”. How can Organizations increase employees’ resilience and embed sustainable Leadership behaviors in the post-covid reality?

Dr. Irada Aghamaliyeva introduced the Mindfulness practice in the Workplace and highlighted its benefits on a large scale: improved wellbeing and resilience on a physical level; positive emotions, self-regulation, empathy and awareness of social dynamics; learning and innovation thanks to the implementation of flexible thinking, intuition and problem-solving processes. So breaking the stigma is possible, starting from personal wellbeing to sustain positive energy and fuel resilience.

About the Power of Empathetic and Authentic Leadership, Dr. Rima Ghose Chowdhury (EVP & Chief Human Resources Officers at Datamatics Global Services) stresses the importance of Leadership roles today. The virtual environment employees are working in, makes them more vulnerable due to a lack of balance between emotional and authenticity traits. Authenticity is the primary factor in effective leadership, regardless of the leadership style. Putting employees first as a strategic priority and hearing their voices to guide strategy; embracing agility to work more effectively in tumultuous time; including a multigenerational work-force: these are the key concepts within Dr. Rima’s motto “Empowering is to enable”. Through motivation and filling emotional support needs, the Empowering Teams Process leads to employees’ safety, esteem, and self-actualization. 

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. To know more about the FOW Future of Work Insights platform around the world, click here: https://fowinsights.com/

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The Wellbeing @ Work virtual Summit Middle East returns for its 5th annual event on 22-24 February 2021

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The summit provides an innovative and experiential virtual learning opportunity for our audience of CEOs, benefit and reward business leaders and senior HR professionals. The information and knowledge gained from attending this event allow the opportunity to make strategic wellbeing and mental health decisions within an organization, supporting our mission to create more flourishing and thriving workplaces. Never before has the mental health and wellbeing of your employees been so important. The Wellbeing @ Work Summit includes keynote speeches, panel discussions, workshops, and fireside chats alongside unrivaled networking with leaders across the Middle East using our AI-enabled matchmaking platform. This is far more than a webinar! An engaging 3-day event providing you invaluable insight and tools to create thriving workplaces.

Key Reasons to Attend:

  • An engaging AI-enabled matchmaking platform to make invaluable connections & host virtual meetings up to 2 weeks before the three-day festival
  • Learn how multinational organizations are creating workplaces where employees thrive in the new world
  • Campfire panel discussions informing workplace change & mental health solutions
  • Middle East-based employer case studies providing the secrets to employee wellbeing success
  • International experts bringing best-practice from across the globe
  • Invaluable networking with business leaders from across the Middle East

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. The design and implementation of a holistic wellbeing and mental health programme that delivers healthy outcomes and a more productive organization is paramount right now. 

In addition, the results of the extensive Middle East region-wide survey on wellbeing and mental fitness in organizations across the region made in partnership with Cognomie will be presented during the event.

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DECODING FUTURE HR: Global 24 hour virtual event | 19 and 20 January 2021

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DECODING FUTURE HR: Today’s challenges are tomorrow’s trends and opportunities

Global 24 hour virtual event | 19 and 20 January 2021

www.decodinghrevent.com

The world in 2020 has changed to a ‘new normality’ but what’s that ‘new normality’ everybody talks about? Is it here to stay? How is it affecting us in our daily lives in the different versions of ourselves? As a customer, an entrepreneur, a parent, a friend…a worker…

Our job is a key part of our lives and we are indeed living through a fundamental transformation in the way we work. Automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organisations are looking for in their people. These momentous changes raise huge organisational, talent and other HR challenges. It has become clear that few organisations are likely to revert to pre-pandemic practices even after a vaccine is found.

Decoding Future HR 2021 is bringing you the ideology of how today’s challenges are becoming tomorrow’s trends and opportunities resulting in HR excellence.

Why you should attend:

  • Learn about the trends and best practices shaping future HR
  • Get valuable insights from expert speakers
  • Share ideas and research to help your organisation reach its goals
  • Understand what do employees want in ‘New Normal’
  • Develop new vision for HRBP and Centre of Expertise
  • Identify, integrate and understand stakeholders to create an intentional employee experience
  • Approaches and elements to leadership development.

Some of our confirmed speakers:

  • Tshepo Yvonne Mosadi , Human Resources Director, The HEINEKEN Company
  • Sarah Tabet, Global HR Director/ D&I Leader | Author for “Inclusion Starts with U”, Schneider Electric
  • Wadah Al Turki, Country Talent Manager KSA and Bahrain, IKEA
  • Lesha Chakraborti, Head of HR – EMEA, Travelex
  • Shaban Butt, Director HR & Administration, The Coca-Cola Company
  • Sajjad Parmar, Head of Rewards – APAC, eBay
  • Katey Howard, VP, Talent Management AMESA, Pepsico
  • Chen Fong Tuan, HR & General Affairs Director, Samsung Electronics
  • Prerna Ajmera, Senior Director, HR Experiences and Solutions, Microsoft
  • Václav Koranda, Vice President Human Resources / Member of the Board of Directors, T-System
  • Amy MacGregor, VP Employee Experience, Global HR, Manulife
  • Adwait Kashalkar, People Analytics and Programme Management Leader, APAC, Mastercard

Click here to view all speakers: www.decodinghrevent.com/speakers

At Wisdom we remain positive that ‘normality’ will soon return and that we will be able to physically meet together once again as speakers, delegates and sponsors at our beautiful venues around the world. But meanwhile, life continues and we need to keep in touch and learn from each other. This 24-hour virtual event will be of great benefit and value to your businesses and its continued development during these challenging times. While this virtual event comes at a lesser cost, it provides for now a wider reach into an international audience, with flexibility of access to content as well as allowing you to have the same opportunity as at a face-to-face session for one-to-one business meetings. We look forward to welcoming you in January.

Date and time: 19-20 January 2021Where: Virtual engaging platform
  Further information and bookings: www.decodinghrevent.com        Contact:
marketing@wisdom.events   #WSDM_BI
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