Identifying the work place psychopath

Dr X then started isolating and picking on the older female staff who worked in administration. It was subtle and sly. One by one they’d be called in to his office and told they were “under-performing" or asked “had they thought about leaving?" He’d wait a fortnight and then corner one of them when no one was around and suggest that they’d be better off taking a severance package.

But they were feisty, articulate women. They called in the union, mediators from human resources (a waste of time) and there was even a local newspaper story written about the “Head rolling heads".

Just before Christmas he produced a survey (that was new!) from our clients (later proved false) that one of the major drawbacks to our productivity was that our reception staff took too long to answer the telephones. No one mentioned that they were now also the defacto catering staff. So he sacked the receptionists and hired casuals.

To cut a long story short, Dr X got his way and in the end, he went on to sack one third of the agency (including me).

I never felt any personal malice towards Dr X. He was older than me and prided himself on his physique (he lifted weights). His CV was outstanding. He was a brilliant financial analyst and researcher who had first started publishing academic papers in his early 20s. In another life, he could have been a mentor.

Yet there was something about Dr X’s CV that seemed odd. It was bloodless. It made no mention of human contact at all; of leading staff; of being a member of a team. There was no mention of negotiation or arbitration skills. He had listed no hobbies or community memberships, nothing which suggested that there was a life going on outside of the agency. His address was a post office box.

Dr X had found his niche in organisational life. While he craved status, power and control, he could not make the staff respect him. Younger staff left in droves. He wielded power with cunning and precision, excising all those who stood in his way, until he left a rump of staff who were so compliant they offered no resistance.

Why don’t people in organisations stand up to workplace maniacs? The communications theorist Elizabeth Noelle-Neumann, who had lived through the Nazis in Europe, understood why. Her “Spiral of Silence" theory states that most people have a fear of isolation and they therefore try to follow the majority opinion. The more dominant the fear of persecution, the more each person “colludes" in silence forming a majority of silent witnesses.

The criminal actions of the workplace terrorist creates ethical and moral problems for the staff. They are thrown back on to their mettle and are forced to consider what actions, if any, they will take to stop the terror.

Apropos, those who didn’t speak up, now know a little of the fear of Muslim women in Australia - the fear of being both conspicuous yet silent.

Who hasn’t had elaborate and possibly blood-thirsty revenge fantasies about their boss? But most remain fantasies. Yet Dr X was an organisational psychopath and in a 25-year career history, he’s the first and only one I’ve met but I suggest readers may have met more.

I propose that we’re creating more of these monsters, yet I cannot prove it. It’s a hunch that the current “cult of the individual" has created the stage on which he and others breed, like bacteria in the denuded rain forests of the Amazon.