Mosaic

The Dark Triad of Personality – part 1

Image by mysgreen1 from Pixabay 

The Dark Triad of Personality – part 1

It has been almost 20 years since Paulhus and Williams first published their paper on The Dark Triad of Personality.  In the first of three articles, I explore the first of the Dark Triad of personality.

Can you spot this behavioural pattern in your workplace?

This person creates a great first impression, but as you get to know them as a colleague or boss, it becomes increasingly apparent that it is “all about them”.  They can be charismatic and initially incredibly engaging towards you.  You may fall under their “spell”.  However, as time goes by things begin to change.  As long as you remain useful to them, you will be manipulated and put to work serving their needs in return for intermittent and insincere praise.  They have worked out how to exploit you, know your weaknesses and play to that to keep you chasing that praise and approval.  As they rise up to a powerful position in the organisation, all must worship!  They believe they are better than others, entitled to special treatment and of course if things go wrong nothing is ever their fault.  Negative feedback or criticism can be met with explosive anger, hostility towards the source and extreme denial.

Yes well spotted, meet the Narcissist! Of course, often the person (you are probably already thinking of someone) doesn’t have the full set of the above traits.  Just some of them.  But that’s bad enough, right?

In our own research for Mosaic tasks, we found that those who scored high on Narcissism as measured by a combination of a questionnaire and certain behavioural traces on our Objective Personality Tasks (OPTs) admitted to the following:

  • that in the past year other people had mentioned to them they showed off about their personal achievements
  • that they had, over the past year, used others for their own ends and taken advantage of others
  • that they had over the past three years always made sure that their family and friends knew about their successes and achievements
  • that in the past year they often caused disagreements with people around them.

A low score on the “Big 5” personality trait of Agreeableness is a common feature for all aspects of the Dark Triad.

So, what can be done about it?  Can these people change?  According to psychologist Andrew Jamieson absolutely not.  His book “Prepare to be tortured: the price you will pay for dating a narcissist” is a great read, part novel and part descriptive.  I can recommend it for that bored moment.  He is adamant that these people will never change, even if they manipulate you into believing that they are really trying. 

Instead, we need to try and select narcissists out at hiring stage.  But this can be easier said than done.  Recall that narcissists often specialise in that great first impression.   Many hiring processes are brief and relatively superficial.

And what about personal development?  Can narcissists with feedback and coaching, learn to change?  A highly controversial approach is outlined by Hamstra et al in the March 2021 issue of the Journal of Occupational and Organizational Psychology.  They recommend “sincerity training” for narcissists.  Not surprisingly they found that employees who work for narcissistic leaders and managers had a lowered perception of trust in their boss.  However, this could be mediated or improved if the narcissistic leader learned to manage the impression of being sincere!  And to sell it to the narcissists, convince them that it is in their own best interests to try to get along with others in order to get ahead and advance their career.

What do you think?  Would that work in your organisation?  Is this the solution?  

written by Alan Howard, Director, Mosaic Assessments Ltd

REFERENCES

Paulhus, Delroy L. and Kevin M. Williams. “The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy.” Journal of Research in Personality 36 (2002): 556-563.

Article can be download here: https://www.researchgate.net/publication/222828329_The_Dark_Triad_of_Personality_Narcissism_Machiavellianism_and_Psychopathy

Hamstra, M.R.W., Schreurs, B., Jawahar, I.M., Laurijssen, L.M. and Hünermund, P. (2021), Manager narcissism and employee silence: A socio-analytic theory perspective. J Occup Organ Psychol, 94: 29-54. https://doi.org/10.1111/joop.12337.

Article can be read here: https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.12337

Subscribe below to receive updates on our personality articles and news

* indicates required

 


 


 


 

 

Please tick here to confirm that you are happy to hear from Mosaic Assessments about updates, blogs and other relevant information.

You can unsubscribe at any time by clicking the link in the footer of our emails. For information about our privacy practices, please visit our website.

We use Mailchimp as our marketing platform. By clicking below to subscribe, you acknowledge that your information will be transferred to Mailchimp for processing. Learn more about Mailchimp’s privacy practices here.

 

2018: Mosaic Tasks presenting in Hong Kong and Singapore

As part of launching Mosaic Tasks we will be out presenting at conferences around the world. We are starting off in Hong Kong and Singapore where Alan Howard and TK Wu will be presenting to the Division of Industrial-Organizational Psychology (DIOP) in Hong Kong. To book a place and see more about the Hong Kong event click here and for the Singapore event click here.

Personality Tasks – An Alternative To Personality Questionnaires

Utilising recent advances in technology, personality assessment can be revolutionised so that one no longer needs to rely solely on questionnaires, which routinely suffer from distortion such as social desirability responding. (Birkeland et al 2006).

The alternative approach – Objective Personality Tests or OPTs – builds on the research of Cattell (e.g. Cattell and Warburton 1967). OPTs rely on measuring task performance – but it is the way people complete each task, rather than how well they do on it, that reveals their personality traits. Participants are unaware of which aspects of their personality are being assessed. The tasks are typically short e.g. 5-12 minutes, completed online and resemble puzzles or challenges that are applicable to all ages and levels of seniority.

In this interactive session, the speakers will share their own research into the validation of multiple OPTs using self-report ratings of personality and biodata.