Watch Out For Those "Cold Blooded" People In The Workplace.

In this fair and fair world, most employees are honest, loyal and law-abiding citizens.

They are busy making a living, supporting their families and making contributions to the society.

However, some people are just the opposite. They are selfish, regardless of loyalty and equality. They only consider themselves.

Unfortunately, there are such people in the workplace. Their moral sense is trampled on by the leadership responsibilities and the privileges that come with power, which also leads to the abuse of power in large companies.

However, there is still a group in the company, whose behaviors and attitudes are more destructive to enterprises and employees than those of those driven by greed and self expansion.

They show lies, manipulations, deceit, self centeredness, indifference and other potentially destructive characteristics, which are deeply rooted in personality. They are already a personality disorder, which we call antisocial personality.

For example, they are arrogant and feel privileged in their workplace. They lack self - help and are easy to conflict and antagonism with their superiors and colleagues.

Their impulsiveness and the philosophy of "living in the present" allow them to repeatedly repeat all kinds of dysfunctional antisocial behaviors repeatedly. Even if they perform performance evaluation and give training courses, they will not be able to change their behavior.

Many experts believe that these characteristics alone are enough for antisocial personalities to achieve long-term success in the workplace.

Some people may think that because of the obvious characteristics of fraud or bullying in these people, employers will not employ such staff in important jobs, especially those who need to be engaged in interpersonal harmony, and others will think that abusive and deceptive behaviors to colleagues will eventually be disciplined and lead to termination of employment relationship.

However, this is not the case in real life.

We summarize the reasons for the following four points.

First, some core anti social personality traits, which may be called "talent", can make candidates look attractive and help them get jobs.

For example,

People can be very attractive. They can even cheat the most experienced interviewers by way of speaking.

When they are in a favorable position, they will show a kind of charm to let the most cautious interviewer relax their vigilance.

Those who are unaware of their marriage with antisocial personalities find themselves trapped in a net woven by lies, abuse and pain.

Similarly, enterprises will fall into a series of endless serious problems because of a wrong hiring decision.

Antisocial personality is good at social manipulation, and interview scenes are excellent places for their ability to perform.

Second, because some hiring managers mistake the anti social tendency as a "leadership trait", some companies are innocent of employing an anti social propensity.

Some leaders' competency traits, such as taking charge of affairs, making decisions and directing others to work for themselves, may also be camouflaged good politics, dominance and manipulation.

Third, changes in organization also increase the probability of being employed by antisocial personalities.

In order to meet the needs of change, enterprises need to recruit employees who can shake big trees and complete tasks quickly.

This change in recruitment strategy has led enterprises to unwittingly select some people with antisocial personality traits.

What is more unfortunate is that the general confusion that change brings to the company makes the anti social personality trait "self-confidence, firmness and calmness" seem to be the necessary quality to solve enterprise problems.

In order to make the enterprise survive in the fast and cold business world, the self centeredness, indifference and numbness of the antisocial personality suddenly became the trade-off acceptable to the enterprise.

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Fourth, for antisocial personalities, the temptation to join a new, fast-paced, competitive and highly efficient "pformational" organization is great, especially when the enterprise has no rules and constraints, and they can even ignore personal rewards.

In short, antisocial personalities are more eager to work in companies with high speed, high risk and high earning environment.

Antisocial personalities do exist in the office workers of modern enterprises.

According to most standards of professional achievement, they usually succeed in business, and their destructive personality characteristics are often ignored by most of the people.

They can circumvent and even manipulate successor plan and performance management system through strategies to ensure compliance with their behavior; they are good at exploiting loopholes in corporate communication, organizational systems and processes, interpersonal conflicts and other stressors that are harmful to enterprises; they abuse their colleagues and infringe on the company by reducing morale and provoking conflicts; some of them even steal and defraud.

In the face of the continuous growth of financial and social risks, enterprises must understand how and how the antisocial personalities can manipulate people and organizations when they are faced with the continuous growth of financial and social risks.

In addition to economic damage to companies and shareholders, antisocial personalities also threaten the safety of colleagues.

Similarly, antisocial personality workers may threaten people's physical or mental health.

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For example, senior managers may be aware that their authority and sense of security are being seriously damaged, and the damage is coming from those who are constantly upgrading "very potential" management back-up candidates.

Whether it is anti social personality "stabbing people" behavior, or "self-defense measures" of employees' coping ability, will cause a lot of manpower loss (time, energy, etc.), and these time and energy can be invested in innovation, productivity and creation efficiency.

Moreover, frustrated leadership and low morale are hard to assess, but the resulting decline in organizational performance is obvious.

For managers, it is unavoidable to identify people who are anti social personality and protect themselves and companies.