New “A$$” Chief

[Unregistered]

My Chief! He’s a great Chief! He’s an honest chief! If I’m not mistaken, I recall him telling us at a CMR roll call he would not ever hire outside of CGPD for high-ranking positions. Remember his “chief for a day” speech and how he wanted to groom from within?!

Go figure. Whatever. Show me 05 enroute to the CLOWN SHOW!

[Bryan Lorrince]

Don't get your panties in a bunch, I can assure you that our chief has the department's best interest at heart. I can also guarantee you that our new ass chief, Khabib Nurmagamedov is going to kick some ass during the short time he is here. He's going to retire undefeated in the UFC, but with one loss here at the Coral Gables Police department. #Onefamily2dads

[Unregistered]

My Chief! He’s a great Chief! He’s an honest chief! If I’m not mistaken, I recall him telling us at a CMR roll call he would not ever hire outside of CGPD for high-ranking positions. Remember his “chief for a day” speech and how he wanted to groom from within?!

Go figure. Whatever. Show me 05 enroute to the CLOWN SHOW!

Very disappointing indeed. Puts us on track for another disastrous outsider chief of police.

[Unregistered]

https://en.m.wikipedia.org/wiki/Psychopathy_in_the_workplace

[Dr. S. Freud]

https://en.m.wikipedia.org/wiki/Psychopathy_in_the_workplace

Spot on! Wow!

[Unregistered]

The presence of psychopathy in the workplace—although psychopaths typically represent a relatively small percentage of workplace staff—can do enormous damage when in senior management roles. Psychopaths are usually most common at higher levels of corporate organizations and their actions often cause a ripple effect throughout an organization, setting the tone for an entire corporate culture. Examples of detrimental effects are increased bullying, conflict, stress, staff turnover and absenteeism; reduction in productivity and in social responsibility. Ethical standards of entire organizations can be badly damaged if a corporate psychopath is in charge. A 2017 UK study found that companies with leaders who show "psychopathic characteristics" destroy shareholder value, tending to have poor future returns on equity.

Academics refer to psychopaths in the workplace individually variously as workplace psychopaths, executive psychopaths, corporate psychopaths, business psychopaths, successful psychopaths, office psychopaths, white-collar psychopaths, industrial psychopaths, organizational psychopaths or occupational psychopaths. Criminal psychologist Robert D. Hare coined the term "Snakes in Suits" as a synonym for workplace psychopaths.

Oliver James identifies psychopathy as one of the dark triadic personality traits in the workplace, the others being narcissism and Machiavellianism.

Workplace psychopaths are often charming to staff above their level in the workplace hierarchy but abusive to staff below their level.

Workplace psychopaths maintain multiple personas throughout the office, presenting each colleague with a different version of themselves.

Hare considers newspaper tycoon Robert Maxwell to have been a strong candidate as a corporate psychopath.

Differentiation is made between:

Primary & Secondary Psychopathy

Primary Psychopaths (Genetic Psychopaths): have more corporate success, high IQ as a result of genetic natural selection that resulted in eliminating lower IQ primary psychopaths, this allows them to have little risk of legal penalties.

Secondary Psychopaths (Sociopaths) : Are more successful in Gang culture as outlaws, they have less success in the corporate world, due to breaking the law on a regular basis & being more neurotic.

The organization psychopath craves a god-like feeling of power and control. They prefer to work at the highest levels of their organizations to control the greatest number of people. Politicians, managers, religious leaders, and CEOs fall into this category.

Organization psychopaths generally appear to be intelligent, sincere, powerful, charming, witty, and entertaining communicators. They assess what people want to hear, then create stories fitting those expectations. They con people into doing their work for them, take credit for other's work, and assign their work to junior staff. They have low patience dealing with others, display shallow emotions, are unpredictable, undependable, and fail to take responsibility if something goes wrong.

According to a study from the University of Notre Dame published in the Journal of Business Ethics, psychopaths have a natural advantage in workplaces run by abusive supervisors, are likely to thrive under abusive bosses, are resistant to stress including inter-personal abuse, and do not require positive relationships.

The workplace psychopath may show a high number of the following behavior patterns. The individual behaviors are not exclusive to the workplace psychopath; although the higher number of patterns exhibited, the more likely he or she conforms to the psychopath profile:

Public humiliation of others (temper tantrums or ridiculing work performance)
Spreading lies (intentionally deceitful)
Remorseless, devoid of guilt
Lies to push his/her point
Exaggerated expressions (yawning, sneezing, etc.) to gain attention
Rapidly shifts emotions to manipulate people or cause anxiety
Intentionally isolates persons from organizational resources
Quick to blame others for mistakes or for incomplete work
Encourages coworkers to torment, alienate, harass, and/or humiliate peers
Takes credit for other's accomplishments
Steals and/or sabotages
Refuses to take responsibility for mis-judgements and/or errors
Inappropriate response to stimuli, such as a high-pitched and forced laugh
Threatens perceived enemies with discipline and/or job loss
Sets unrealistic and unachievable expectations to set employees up for failure
Reluctant to attend meetings with more than one person
Refuses to provide adequate training and/or instructions to their victim
Invades personal privacy of others
Multiple sexual encounters with coworkers
Develops new ideas without follow-through
Self-centered and egotistical (conversations revolve around them – great deal of self-importance)
Often "borrows" money and/or material objects with no intention of re-payment
Will do 'whatever it takes' to close the deal (no regard for ethics or legality).

The authors of the book Snakes in Suits: When Psychopaths Go to Work describe five phases of climbing to and maintaining power:

Entry – psychopaths develop social skills and charm to obtain employment. At this stage, few can identify psychopathic behavior. As a new employee, coworkers might perceive the psychopath to be helpful and benevolent.
Assessment – psychopaths assess coworkers according to usefulness, recognizing each as either a pawn (informal influence and manipulated) or a patron (formal power, useful by the psychopath to protect against attacks)
Manipulation – psychopaths create a scenario of “psychopathic fiction”, positive information about them and negative disinformation about others, their role as a part of a network of pawns or patrons is used and will be groomed into accepting psychopaths' agenda.
Confrontation – uses character assassination to maintain their agenda, and victims are discarded as a pawn or used as a patron
Ascension – a patron in the psychopath's quest for power is discarded as they take a position of power and prestige from former supporters.

Psychopaths’ undesirable personality traits may be mis-perceived by skilled interviewers. For instance, their irresponsibility may be misconstrued by employers as risk-taking or entrepreneurial spirit. Their thrill-seeking tendencies may be conveyed as high energy and enthusiasm for the job or work. Their superficial charm may be mis-interpreted by interviewers as charisma. Psychopaths are accomplished liars, likely to lie in interviews. For instance, psychopaths may create fictitious work experiences or resumes. They may also fabricate credentials such as diplomas, certifications, or awards. In addition to seeming competent and likable in interviews, psychopaths are also likely to fabricate information.

Corporate psychopaths within organizations may be singled out for rapid promotion because of their polish, charm, and cool decisiveness. They are also helped by their manipulative and bullying skills. They create confusion around them (divide and rule etc.) using bullying to promote their agenda.

Bad consequences of workplace psychopathy (with additional cites in some cases):

Workplace bullying of employees
Employees lose their jobs
Legal liabilities
Shareholders lose their investments
Wasted employee time
Suboptimal employee performance
Increased workload
Difficult working conditions
Poor levels of job satisfaction
Lower perceived levels of corporate social responsibility
Raised staff turnover
Absenteeism
Heightened level of workplace conflict – arguments, yelling, rudeness, divide and conquer
Counterproductive work behavior

A psychopath uses bullying to further the goals of promotion and power as the result of causing confusion and divide and rule.

High scorers on a psychopathy scale are likely to engage in bullying, crime, and drug use than other people. Hare and Babiak noted about 29 percent of psychopaths are bullies. Other research shows people with high scores on a psychopathy rating scale are likely to engage in bullying, indicating psychopaths tend to be bullies.

A bully or abuser often has issues with social functioning. These types of people often have psychopathic traits difficult to identify in the hiring and promotion process. These individuals often lack anger management skills, and have a distorted sense of reality. Consequently, the abuser is not aware of the harm they cause.

[Unregistered]

Wow. I’m at a loss for words. Someone has just defined what we have been dealing with for years. This was a long read but it explains what is going on in our agency perfectly. I actually can’t believe our issues actually have a diagnosis. Everything makes sense now. The unfortunate thing is that it will never change until City Hall decides to make a change. Buckle up.