Personality Disorders and Their Manifestations in the Corporate World: An Analysis of Psychopathological Influence on Organizational Dynamics
Abstract
This scientific article explores the intersection between Personality Disorders (PDs) and the corporate environment, analyzing how the psychopathological manifestations of individuals with Narcissistic Personality Disorder (NPD), Antisocial Personality Disorder (ASPD), and Borderline Personality Disorder (BPD) impact organizational dynamics, culture, and business performance. The research, based on a bibliographic review, demonstrates that while traits of NPD and ASPD can, paradoxically, propel individuals into leadership positions due to characteristics such as boldness and grandiosity, they frequently result in toxic work environments, risky corporate decisions, and various forms of harassment. On the other hand, BPD, characterized by emotional and interpersonal instability, imposes significant challenges to productivity and the individual's well-being at work. Additionally, the article addresses Obsessive-Compulsive Personality Disorder (OCPD), whose perfectionism and rigidity traits, although valued in certain roles, may lead to inflexibility and burnout. It is concluded that understanding and managing these disorders are crucial for promoting healthier and more productive work environments. This demands from organizations mental health policies and people management approaches that go beyond the "surveillance and punishment" logic (characteristic of the initial compliance phase) and the merely punitive and reparative approach, incorporating a systemic perspective that recognizes not only the protection of the victim but also the situational and psychopathological roots of harmful behaviors. Such a perspective avoids simplification into "villain" and "victim" categories, favoring preventive and rehabilitative strategies that promote a mature and resilient organizational culture. However, the article emphasizes that psychopathological understanding should not be confused with exemption from responsibility, with the company's duty of care being non-negotiable in protecting against violence and harassment, regardless of the mental health condition of the aggressor.
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