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258 SNAKES IN SUITS
Because psychopaths are able to moderate this behavior while in
the presence of authority they respect, it can go unnoticed for considerable
amounts of time—until they move on and the stories start
to emerge. Unfortunately, the only evidence available before a psychopath’s
departure is rumors and tension in the department. Insightful
HR organizations can learn more about what is really going
on if they follow up on such information.
inability to act without aggression
Bullying and intimidation have no place in business; they disrupt
work, hurt people, and are unfair to those who cannot defend themselves,
which often includes most of the company staff. In business
settings, overt aggression comes across as bullying, while its covert
form is coercion and intimidation. Few executives would argue that
these can harm the company. Learning about this type of behavior is
often difficult, though, as most bullying is done in private.
Because of the legal ramifications of such behavior, many companies
institute no-bullying policies and create confidential mechanisms
for affected employees to report this behavior. Codes of
conduct often have provisions concerning bullying and intimidation.
In some European countries, it is also against the law. To be effective,
the policy must be clear and communicated to all. Supervisors and
managers must receive training on how to recognize bullying and to
deal effectively with it. Employees may also receive training on how
to confidentially report abuses in their workplaces.
Psychopaths, despite their charming and engaging personas, are
masters of manipulation, intimidation, and coercion. Overt bullying
often is a tool of their trade. The problem is that these behaviors, as
well as threats of litigation, may also be directed toward those who
investigate the complaints.