Ar**hole Effect

"I am not surprised by the number of ar**holes in the organisation, but I am surprised by how much sh*t they produce".

This was a frustrated outburst from a manager at my old job, and it's a feeling I've encountered time and time again in workplaces everywhere. I've come to accept it as a fact of life – like the weather. There's no escaping it. Even the best leaders in the world haven't managed to avoid or fix it.

Aaron James, who holds a PhD from Harvard and is Associate Professor of Philosophy at the University of California, Irvine; defines Ar**hole as: “A person who systematically allows themselves to enjoy special advantages in interpersonal relations out of an entrenched sense of entitlement. This sense of entitlement immunizes them against the complaints of other people.”

His book: Ar**holes: A Theory, describes multiple different types of ar**holes: “Smug Ar**holes”, “Royal Royal Ar**holes”, “The Presidential Ar**hole”, “Corporate ar**holes”, “The Reckless ar**holes”, and so on. My favourite is: “The Corporate Boardroom Ar**hole” - Found in high-level meetings, they rationalise self-serving decisions under the guise of fulfilling fiduciary responsibilities or strategic goals. Their entitlement is cloaked in corporate jargon, making their actions seem justified. Spot on!

This widespread frustration in companies suggests deeper problems that exist everywhere, regardless of the industry, location, or size of the company.

"This is really going to drive engagement, increase usage, and enable growth, said every product manager ever. And, in so doing, said nothing at all." - Jeff Gothelf

Where Do Ar**holes Come From?

You know the type. The boss who barks orders but never listens. The colleague who steals credit for team efforts. The boardroom bully who justifies every self-serving decision with jargon like “synergy”, “value add”, “best practice”, etc. Ar**holes don't just magically appear. They are created by their environment, often driven by unchecked power, a sense of entitlement, and a culture that protects and rewards them.

In small start-ups, where everyone is responsible for their actions and nobody can hide, ar**holes struggle to flourish. But as companies grow, hierarchies develop, and it becomes harder to hold people accountable. Power structures and performance targets create opportunities for ar**holes to climb the ladder, often unnoticed until their behaviour becomes "just the way things are". A sense of entitlement sets in, nurtured by job titles, successes, and the company's acceptance of "strong personalities" who deliver results – no matter the cost to others. Toxic behaviour, when repeated and tolerated, becomes ingrained in the company culture. ?

"A bad system will beat a good person every time." - W. Edwards Deming

The Sh*t They Produce

Ar**holes make life harder for everyone around them. The mess they produce is more than just emotional frustration; it’s real, measurable damage to productivity, culture, and morale.

Think about how much time is wasted dealing with their interruptions, conflicts, or pointless demands for approval. Every unnecessary process, meeting, or clarification adds up. When ar**holes play down others or exploit rules, they erode trust. Teams become defensive, cautious, and less willing to work together. Their behaviour - left unchecked - becomes a blueprint for others trying to get ahead. Suddenly, a culture that once valued respect is filled with imitators trying to “win” at any cost. The constant need to work around these people or defend against them drains energy and creativity. Over time, this takes a toll on mental health and team cohesion.?

"The greatest danger for most of us is not that our aim is too high and we miss it, but that it is too low and we reach it." - Michelangelo

How Leaders Can Handle Ar**holes?

Leadership sets the example. If you’re in charge and you’ve got ar**holes in your organisation, their behaviour reflects on you. So, what can you do?

• Don’t Tolerate It: The longer you ignore toxic behaviour, the harder it is to change. Address it early on, even if the person is delivering results. Productivity achieved through harmful behaviour isn't worth it.
• Set Clear Expectations: Create and enforce a culture of respect and accountability. Make it clear that success doesn’t excuse bad behaviour. Shared team or departmental objectives often reduce the urge to steal credit.
• Measure Impact Beyond Metrics: Don't just focus on performance figures. Consider how someone's behaviour affects team morale, trust, and long-term productivity.
• Support the Victims: Ensure employees feel safe reporting bad behaviour. Act quickly to protect them, showing that you value respect as much as results.

"Leadership is not about titles, positions or flowcharts. It is about one life influencing another." - John C. Maxwell?

What to Do When You’re the Powerless Subordinate?

If you’re stuck working with an ar**hole and don’t have the authority to change things, it can feel hopeless. But there are ways to cope:

• Pick Your Battles: Not every fight is worth it. Save your energy for situations where you can push back effectively or protect your boundaries.
• Document Everything: If their behaviour crosses professional lines, keep records. This gives you leverage if you ever need to escalate.
• Find Alliances: Connect with colleagues who are going through the same thing. A united front can make it harder for the ar**hole to isolate or control individuals.
• Focus on Your Goals: Don’t let their behaviour derail your growth. Stay professional and keep your eyes on your own achievements.
• Know When to Leave: If the environment becomes unbearable and leadership won’t address it, consider finding a new job. No job is worth sacrificing your mental health for.

"The art of being wise is the art of knowing what to overlook." - William James?

Ar**holes are a part of life. They exist in every workplace, thriving in systems that reward entitlement and ignore the damage caused by bad behaviour. But as leaders, we can create cultures that minimise their impact. As individuals, we can navigate their chaos without losing our mind.

Ultimately, the battle against workplace ar**holes isn’t about eliminating them—it’s about limiting their influence and protecting what matters most: respect, trust, and genuine collaboration.

Share your insights, experiences, and questions in the comments below. And if you found value in this article, don’t forget to like and share.

- Umesh Mehendale