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Abusive, Authority Based Relationships

Authoritarian Personality in Corporate Workplace

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We all know people who suffer from combination of traits that include excessive conformity, submissiveness to authority, intolerance, insecurity, superstition, ridged, stereotyped thought patterns. Those can be individual persons who influence your life authoritarial parent, "kiss-up, kick down" boss, or groups of similarly mined people. One of the most influential and at the same time very controversial studies of this type of people was "The Authoritarian Personality."  Published in 1950, it was written by  Theodor W. Adorno, Else Frenkel-Brunswik, Daniel J. Levinson and R. Nevitt Sanford. The research was conducted at the University of California, Berkeley.

The researchers performed their work while being influenced  by the larger social context that existed at this time, especially the rise and fall of fascism in Germany and several other countries as well as by Second World War with its untold atrocities toward ethnic groups and individual prisoners. But the results of the research pointed at something  different the brainwashing of storm troopers by charismatic leader and much more menacing: they have found that there is a class of personalities that are naturally predisposed to this set of behaviors. For this category of people this represent the natural path of social adaptation and adjustment to social norms. A result of their research was the development of a measure for authoritarian tendencies in ordinary persons  known as the F-scale that is still in use today, although widely disputed.

The authors identified the authoritarian personality (AP) type as having these characteristics.

This idea that what is generally considered perversions of social behavior for certain type of people represent natural habitat and the best set of social norms was not unchallenged although it is quite different from the idea of psychopathic or sociopathic personality. Four years after its publication, it was subject to strong criticism in Studies in the Scope and Method of "The Authoritarian Personality" (Free Press, 1954), edited by the psychologists Richard Christie and Marie Jahoda. There were two major lines of criticisms, one political, the other methodological. Later Herbert H. Hyman and Paul B. Sheatsley, survey-research specialists, scrutinized every aspect of The Authoritarian Personality's methodology.

From methodological perspective the major weakness was that sampling was all but nonexistent and the wording of the questionnaire was flawed. Moreover the long, open-ended interviews were coded too subjectively. No method existed for determining what caused what. Whatever the subjects said about themselves could not be verified.

From political perspective the findings might misdiagnose and exaggerate the severity of the problem as there are influential social forces that favor this type of personalities and institutions that indoctrinate people in such way. Instead of complex problem of creating countervailing forces and/or reforming institutions the can  "mass-produce" such people we  assume that the problem originates and is confined to one area: human psychology ignoring wider context. The authors of The Authoritarian Personality hoped that a clinical account of the tendency would enable democracy to protect itself better against political extremism but such protection might be better done on high levels then human psychology education and counseling.  On pure psychological level that could not be done, as this requires changing the personality structure of individual  authoritarians. Since their beliefs were too ingrained they cannot be altered and the techniques of psychology, in any case, were too weak to alter them.

Authoritarian tendencies, they concluded, "are products of the total organization of society and are to be changed only as that society is changed." That means that democracy is always in danger and needs to be extremely vigilant against sliding into oligarchy. This idea on immanent non-stability of democracy due to the threat of authoritarianism can interpreted very differently by members of various groups in the contemporary political spectrum.

Yet despite its flaws, the concept of authoritarian personality deserves a re-evaluation especially in context of the problem we experience in modern corporations and government.  In many ways, today findings are more relevant than they were in 1950 as the threat definitly looms larger.  It not limited to the level of department store managers. For example, while testifying about Bolton's often contentious personality, Carl Ford Jr., a former head of intelligence within the U.S. State Department, called him  "a quintessential kiss-up, kick-down sort of guy." This quote perfectly summarizes the characteristics of authoritarian personality, those who identify with strength and disparage weakness.

John Dean recently revived the use of the term to analyze the contemporary political climate in his book Conservatives Without Conscience, an analysis of the George W. Bush administration and neoconservatism. 

Based on an adaptation Alice Miller's For Your Own Good and John Bradshaw's Healing the Shame That Binds You  we can state that AP gravitate toward roles of parents, partners, teachers, principals, supervisors, religious figureheads, cult leaders, etc. Dependents can be children, partners, students, employees, religious followers, etc. What matters is that there is a power imbalance and a dependence of some sort, whether physical, financial, "spiritual," psychological or emotional.

  1. AP's want to be the masters of dependents.
  2. AP's want alone decide what is right and wrong.
  3. They want alone create the definitions, the rules, and the "consequences" (i.e. punishment)
  4. Dependents are held responsible for the AP's feelings (anger, disappointment, embarrassment, humiliation, happiness and unhappiness)
  5. The AP is only responsible and accountable for good things that happen, never the bad ones. Thus the AP' appears to always be in the right and when things go wrong, the dependent is always blamed and feels responsible and guilty.
  6. The AP tries to exercise total control of the dependent by controlling his thoughts, feelings and behavior. Whenever this control is not absolute, the AP feels threatened.
  7. The dependent's individuality is minimized as much as possible by the AP.
  8. The AP creates an intricate system of punishments and rewards which rob the dependent of any sense of inner direction and esteem.
  9. The following freedoms listed by Virginia Satire are denied to the dependent as much as possible:
  10. The AP never (or rarely) admits mistakes or apologizes.
  11. All of the above take place in a way which does not expose the AP's true motives and none of this is openly talked about. No "back talk" is allowed

Some of the Consequences

All of this tears the dependent person apart, causing self-alienation and even self-loathing. The dependent person loses faith in his/her own mind and feelings with devastating self-esteem consequences. Depression, rage, mood swings, co-dependency, self-injury and self-destruction are typical outcomes. If the authority figure is a parent the person will likely develop symptoms of various "disorders" such as the so-called Borderline Personality disorder, Social Anxiety Disorder, Anoexia, Bulemia etc.

Douglas McGregor in his seminal book 1960 book “The Human Side of Enterprise” divided management styles into two main types: Theory X and Theory Y. Here's how The Economist describes this concept:

“Theory X was the classic command-and-control type of management, the authoritarian style which (McGregor wrote) “reflects an underlying belief that management must counteract an inherent human tendency to avoid work”.

Theory Y is the antithesis of X. It “assumes that people will exercise self-direction and self control in the achievement of organizational objectives to the degree that they are committed to those objectives”.

Theory X is bent on devising the right sticks with which to prod work-shy labour; Theory Y looks for the carrots that will induce them to stay.

McGregor's dichotomy has been hugely influential in management thinking ever since his death in 1964. The new organisation lies firmly at the Theory Y end of his spectrum. It challenges employees, in his words, “to innovate, to discover new ways of organising and directing human effort, even though we recognise that the perfect organisation, like the perfect vacuum, is practically out of reach.”

McGregor himself came to believe that neither management style in its pure form could work successfully. Firms would find a balance between the two that would shift over time to fit new circumstances. But the new organisation is beginning to prove him wrong. Companies are coming to realise that knowledge workers, who have been identified as the creators of future wealth, thrive only under Theory Y. Theory X is becoming extinct—just like organisation man himself.

If you read John Dean's new book, Conservatives Without Conscience a bigger picture emerges that no one is writing about in the mainstream outside of academia and its social sciences -- "the authoritarian personality"  now deeply penetrated the government up to the highest echelons. This personality type comprises nearly 50% of the general population and has gravitated toward and infested both the Conservative Movement and the pews of fundamentalist, evangelical and Pentecostal churches. Originally focusing on the follower type of authoritarian, research is now exploring the leaders,  so called "double-highs," those with high scores on both leader and follower authoritarian personality scales also display features of the more classic anti-social personality disorder.

The authoritarian personality follower

  1. Looks to an authority figure for the roll modeling of identity, opinions, beliefs, behavior, etc.
  2. Averse to change and will defend the status quo even when reason reveals it to be dysfunctional.
  3. Are conventional in terms of mores, values, ethics, morals and law.

These three universals, determined through scientific research, are correlated with and thought to be acquired from a sense of psychological insecurity and internalized personal devaluation, shame and guilt when comparing themselves to others.  To no one’s surprise, authoritarian followers have higher rates than the general population of divorce, family violence, assault, theft, lying under oath, extortion, corruption, and hate crimes.

Characteristics of Emotionally Abused People

Emotional Abuse

List 1 - Based on studies of Adult Children of Alcoholics

This list is from the work of Janet Geringer Woititz. She did her original work on adult children of alcoholics, but I believe her findings can be generalized to people who were emotionally abused in general. Certainly all children of alcoholics were emotionally abused. Adult Children of Alcoholics, by Janet Geringer Woititz

She also makes this observation:

Intelligent people, through their ability to analyze, often realize things which are disconcerting, which others would not see. They also are often capable of feeling more deeply, both pain and joy.

Adapted from Struggle for Intimacy, by Janet Gerringer Woititz

List 2 - source unknown

Tapes 1

Adult Children of Alcoholics, by Janet Geringer Woititz (Listened to September 1994) */

Trust your instincts. don't try to be perfect.

Learn how to confront, deal with and resolve conflicts.

Fully functioning people can handle conflict, but normally people try to avoid conflict. Example of seeing someone come out of a door. Do you avoid them, ignore them, turn away, make an unrelated comment, or confront them with "I am glad I saw you. There is something we need to talk about", or the old fashion: "I've got a bone to pick with you"?

( I can think of two other options when there is a problem or a conflict: Go on defensive, assume worst-self-fulfilling prophecy)

To resolve conflict, first become aware of your own thoughts and feelings. Don't avoid reality.

Don't procrastinate. Make a reasonable plan of action, broken down into step by step pieces.

"Intelligent people, through their ability to analyze often realize things which are disconcerting, which others would not see."

She says intell. people are often capable of feeling more deeply, both pain and joy. [I have noticed this also]

"Sometimes people choose to stay in the familiar habit of misery simply because that is what they know and are familiar with and trained or conditioned to do, and the unfamiliar is always scary and uncomfortable." (Comfort zones again).

She says this was taught when they were young and those are the most powerful teachngs (or brain impressions and connections).

"People from dysfunctional families have trouble accepting compliments. They often take responsibility for problems, but not successes."

IE often quick to take blame. [Or they go to the other extreme and refuse to take any responsibility for mistakes while trying to take credit for the work of others]

Side note: Ask what is lovable about a person. (ACOA tape) Tape 11?

Talks about continuing to love someone in an unhealthy relationship. How we continue to love someone even when there is nothing lovable about them anymore. Even sex is not an act of love (if it ever was). It becomes a power play. Becomes less satisfying for the woman, the man will start to complain about it. "Every aspect of the relationship is eaten by the cancer" She cautions to watch out for isolation on both people's parts.

Children from alcoholic and dysfunctional families have these characteristics according to her research:

1. Guess at what normal behavior is.

2. Have trouble completing things

3. ACOA's (adult children of alcoholics) lie when they don't need to. Lying might have been a survival tactic in the home. Perhaps learned from parents who lied or covered up problems. Or simply to avoid harsh punishment, or to get needed attention. But as an adult, that tactic is no longer helpful. **

4. Judge themselves without mercy. She says we need to separate our isolated behavioral mistakes from our overall good personalities (sph adaptation)

5: Have trouble having fun. Since their childhood was lost/stolen, repressed. They need to find the child they never were.

6. Take themselves very seriously.

7. Have difficulty with intimate relationships (She says they Expect others to just "know what they want", can't say it because they have taught themselves not to want, so they can't be disappointed. ** [March 98 or they really don't know, because no one has taught them to express their feelings/needs]

8. Over-react to things beyond their control

9. Constantly seek approval & affirmation

10.Feel different from others.

11. Are extremely loyal, even when facing evidence loyalty is undeserved

12.Super responsible or super irresponsible.

13.Tend to lock themselves into a course of action w/o (without) giving serious consideration to alternative behaviors or possible consequences. This impulsivity leads to confusion, self-loathing, and loss of control over their environment. The result is they spend much energy cleaning up the mess. [and sometimes blaming others and feeling victimized]

From "Struggle for intimacy"

 

 

Old News ;-)

Steve's Primer of Practical Persuasion

Now, for your viewing pleasure, websites that link to the Primer.

Dr. P's Dog Training Library: Scientific Info

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Title: Steve's Primer of Practical Persuasion and Influence ...

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Managing your manager and finding work which is true to you

Managing the manager: Authoritative vs authoritarian

An essential part of being content in the workplace is to have some awareness of the underlying personal dynamics that govern the environment, especially of your managers.

One of the hardest management types for gifted and analytically savvy people to work for is the authoritarian. This is the person who replies: "Just do it!" when you ask for advice or suggest you need more resources. You sit there baffled, because it's precisely because you can't do it that you brought it to his or her attention in the first place.

There are less direct but still clear indications of the authoritarian manager. I remember interviewing a New York sales manager who’d hung a framed poster on his wall. It showed a subordinate being kicked in the backside by his boss. The caption read: 'Management isn't a democracy!'

These signs of the authoritarian should be regarded as warnings to you if you tend to respond to this style in a negative way. You'd better stay clear because to take a job with this person promises nothing but misery for both of you. And, if you are the subordinate, it's your backside that will eventually be kicked.

Most gifted people would be at risk in this environment. They are typically much too questioning and independent in their assessments and would therefore threaten the authoritarian type. They most thrive - and thus most benefit their employer - when their autonomy is respected.

However, there are many people for whom clear lines of authority and black and white thinking offer a sense of security. They can be most relaxed - and thus most effective - in an authoritarian environment which also offers unambiguous performance measures. For them, these signs of authoritarianism might be seen as positive.

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