Ego, defined for the purpose of this article, is an overinflated self-regard, or an unrealistically heightened sense of self. One’s ego is only recognisable when the self is compared or contrasted with another or others collectively, or even with the rest of the world and reality as a whole. Egotistical behaviour plays out in two organisational scenarios; in the relationship between the employee and his customer, and the relationship between the employee and his work colleague.

Ego is usually unjustified and is known to cause problems in a work environment. It is imagined, but not imaginary, because, although a mind-set or perception, it manifests in behaviours that are defensive, controlling and even patronizing in nature. This article deals with how egotistical behaviour manifests within organisations. Managing members should be alert and work to root out such behaviours in their staff.

Ego and the Pendulum Swing

The pendulum effect explains the bipolarity between two groups or two states. The pendulum swings between egotism and humility as well as between the dominator and the dominated. The pendulum will always travel between two extremes when those extremes are established and fair balance and equality are not made the priority that it should be.

The Egotistical Staff Member

One is egotistical within an employment structure when ones perception of one’s own strengths, weaknesses, and abilities and incapabilities are distorted. The egotistical person would try to control all the tasks instead of leaving those that he is less good at to others who would do a better job. Keep in mind, training and skills development of staff is crucial in all organisations, but what we are talking about is the type of person that is snobbish, controlling and demanding instead of humble and teachable.  Ego is denying that the comparison between oneself and another might render one as being second best. The reality is that everybody will sometimes be second best in a specific area.

Why is this problematic for the organisation? Strengths aren’t collectively tuned in to allow every person to play their part in pushing the company to success. Conflict arises internally. In some work situations the inflated ego of a person would not show direct effects upon the growth of the company, however in other situations the effects of such behaviours are immediately apparent. This is because some fields of work involve more visible risks than others.

Organisational Ego in Full Swing

The egotist will seek problems out where there are none, to push the pendulum, and the frustrated dominated person will do the same to push back. The end result is problem manufacturing instead of problem solving, conflict and tension, and the best work is not being done because those capable are not allowed the opportunity and the incapable demand that they are capable. The pendulum will complete its course when the situation blows out of control and extreme measures are to be taken by management to humble the egotist. But, prevention is better than cure. The ego must be spotted and eradicated before such a point is reached.

Organisational Snobs and the Customer

In an industry of appearances, appearances are judged by the overinflated ego. Walking into a high end fashion store in Sandton City or the V&A Waterfront, chances are that you received a judgmental stare from the sales person on duty if he or she is egotistical. Judgement occurs when one walks into a Louis Vuitton store with a made-in-china handbag over one’s shoulder. Organisational snobs criticize you with their eyes and lack of service. This is often so because the specific brand is doing well and there is no real urgency to make sales and accommodate customers who “don’t look like they are big spenders.”  Big mistake!

The Solution: “Stay Humble, Stay Hungry”

Hyundai Motors America's CEO signs his e-mails with this advising quote: "Stay humble, stay hungry." I regard this as the perfect piece of advice for the current discussion. Another great quote by Hyundai is, “Don't let success breed complacency.”

Egos in employees are bad for business. Efforts and attitudes should be consistent between employees and over periods of time. When sales are great the ego inflates, when sales are poor the ego will deflate and the staff member becomes vulnerable. Luckily, any ego trip will always bomb out at some stage. The biggest destroyer of ego is a face to face encounter with a daunting reality, often a tragedy, or any event that leaves one vulnerable. The challenge is for staff members to stay hungry for greater success and humble within their employment positions, even when it’s going well. The goal is to get off of the pendulum swing completely and establishing a balanced approach to one’s work instead of jumping between extremes.

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