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120 SNAKES IN SUITS
reward, but the basic model is pretty much part and parcel of any
employment relationship. Having a sense of entitlement and being
parasitic, however, psychopaths do not adhere to this fair-exchange
model of work, wanting instead large rewards for mediocre effort or
poor performance. Their work ethic is geared more to making themselves
look good than to doing a decent job. This attitude is concealed,
of course, from their employers and coworkers.
The Psychopathic Fiction
We know that psychopaths are self-centered, manipulative, and irresponsible,
and that they are unlikely to give an employer an honest
day’s work, so how do they mask these traits once they’re hired and
expected to interact with others on a daily basis? The answer lies in
their ability to create a fictional story about themselves that fulfills
the global requirement and expectations of the company and its
members. Once the fiction is firmly established in the collective mind
of the group, it is easy to hide negative, counterproductive traits. A
company’s standards are not too difficult to discover, as companies
openly share descriptions of ideal members, and encourage adherence
to these descriptions, through performance objectives, mission
statements, standards of performance, codes of conduct, value statements,
and other such communications. Companies also publicly
reward those who are good corporate citizens with bonuses, promotions,
“employee of the month” awards, and similar forms of recognition.
By acknowledging the contributions and successes of its
members, a company (or any social group for that matter) hopes to
inspire the same productive behaviors and values in others. This is a
good thing for everyone as profitable companies create job security,
and job security increases the ability of employees to buy goods and
services, raise a family, and pursue other socially desirable outcomes.
However, astute psychopaths or fraudsters are capable of mimicking
those in the company who are perceived to be good perform-