Despite the many models of management, and the very diverse descriptions of the approach taken by someone who holds the position of manager or CEO—ranging from honest, transparent, and straightforward, all of which fall under integrity and dedication to work—there is also, on the contrary, the deceitful, lying, fact-distorting manager, or the insecure manager, and the narcissistic authoritarian. The list of types of managers is long, stemming from a scientific analysis that studies a person's psychology to give an accurate description that can determine how to deal with them. While the board of directors measures performance using recognized scientific indicators and standards, understanding the style of those they have placed their trust in by dissecting their personality may prevent them from granting them additional opportunities because they will understand that their justifications for poor performance are nothing but lies and deception to hide their lack of experience or their intentions to achieve personal benefits. As for employees, they need to understand their manager's personality in order to deal with them in a healthy way that minimizes the harm they cause if the manager is a negative person.

Management

But in any case, the deceitful manager who distorts facts and provides justifications for the problems of the organization they manage is essentially laying the groundwork for its destruction and collapse if their tenure in the manager's or CEO's seat is prolonged. For instance, when asked about a major production flaw, some of them will answer that it is a phase of restructuring and development that requires a transitional period, while the reality is that the nature of the organization's work is completely the opposite: the product's reputation in the market may be poor, prices high, quality low, and customer care at its minimum. Or when asked about a flaw in the preparation of financial statements that is suspected to be part of a deliberate intention to achieve gains for some within the organization, they justify it as one of the expected errors.

This type of manager even deceives the employees in the organization, either with false promises of positive development in contracts to improve benefits, or promises of promotions for those who achieve the highest evaluations, without implementing any of that. Their only goal is to keep them hoping, waiting for months or even longer, while they obtain good performance from them at a low cost. This approach also does not last, as the good employee will leave at the first opportunity from another competing organization in the same field, and thus the organization loses its distinguished human capital, leading to a decline in productivity and deterioration of the product or service.

The deceitful manager's sole concern is their personal interest first and serving those who appointed them to the position. You will find them endlessly praising them while forgetting their pivotal role in achieving positive growth rates with high product and service quality, attracting talents, retaining existing staff, developing their performance, and setting plans for horizontal and vertical expansion and growth, in addition to setting plans to avoid risks and strengthen the organization's financial position. Most importantly, enhancing trust in it and maintaining a positive identity that raises the value of its goodwill and increases its customer base. If it is a public joint-stock company, all of this becomes an important factor in attracting investors, achieving fair pricing efficiency that keeps pace with its positive developments and always reflects its deserved value.