WORKPLACE HARASSMENT COUNSELING

WORKPLACE HARASSMENT COUNSELING
AUTHOR:Dr.Laurence
There is within each one organizanoide work (organization de facto) such that covertly allow the practice of abuse and harassment against workers, regardless of age, sex, religion.
in every job there are two organizations: a formal and statements and other underground. In the formal organization the superior tries by all means take a lenient treatment, equitable, prudent. The underground organization (organizanoide) the same bosses and / or peers act in a way diametrically opposed.

Bullying usually arises from less to more, begins in small details, gestures, facial expressions of disapproval, public discrediting, ridicule in meetings, to get to ridicule and the threat to the detriment of the employee-victim.

To carry out the bullying, the bully uses the strategy of the double standard, that is, attacks on the one hand and affective psychological defenses of the worker, to try to disarm him. Once disarmed, the stalker takes possession of the role and function. Even trying to cancel the customization of the victim.

When the bully finds the weakness of the worker, using the second strategy, which is to establish a vertical-fatherly benevolent harasser shows yet intimidating. Occurs treacherous relationship between the harasser and the victim. It is possible that in some cases establishing the so-called "Stockholm Syndrome" where the victim falls in love with his tormentor but is confused between dominance and pseudocaridad.

The victim can accept this punishment, treacherous benevolence relationship as long as its axis affective-attitudinal already succumbed. If the victim is still able to respond have the opportunity to break free from the clutches of the temporary restraining harassment through short, medium or long-term work.

 always the harasser has reason to run large harassment:ž
ž1 .- Political
 2 .- curricularž
ž3 .- skills
 4 .- employment statusž
ž5 .- prevalence

 The political motive is basically substantive difference doctrinaire ideology unmistakable. If the boss has a political trust, look at all costs and in some cases pursue their opponents, although workers are optimal. The harasser does not care about the quality of the worker. The motivation lies in the ideological opposition.
 The cause of workplace bullying curriculum lies in the difference in favor of the victim at the expense of the head.ž When a boss has less than one staff resume, surely chase the weaker and it has a better resume, even worse. The public will say "he has a very good curriculum", while in private will tell you:

You see, although I have a better resume, I would not be overshadowed and if you do, pay the consequences. At the time hostilities began which can range from warnings daily, work late and poorly evaluated. By all means try to write warnings of demerit to get administrative proceedings.
The rash that occurs when a worker is harassing superior in its powers, that cause entropy and bitterness that is capable of organizing a network of "collaborators also evil, ready to watch, monitor and track record permanent errors only, never successes.

The harassed worker is gradually isolated.ž Is excluded from many meetings, it is guests or seminars, conferences and trainings. The excuse is that there are no quotas. When the victim asks for permission to attend seminars, boss or your broker is also colluded with the figure of harassment, denied the request. Instead it gives others.

When the victim proves conclusively trabajor-their skills are superior in quality and quantity to your boss or even harassing, reaction occurs a veiled acknowledgment to arrive internal hatred and absolute disqualification of the victim. The stalker begins to disqualify the merits of the honest worker.

The employment status is enshrined in the Public Administration and its administrative status, according to the degree and the official hierarchy. When the officer has a lesser degree than the stalker, it is easy to occur the degree harassment, and that there is a prevalence of higher grade to the bottom.

The complex is when the stalker has a lower rank than the officer pursued: there is what psychology known as cognitive dissonance of power: the lesser chief, officer harassing a higher status as well and does everything changed several times .
Colludes with other officials subservient to the official can not stay and make it look as incompetent to superiors and their peers. One feature that has sui generis bullying is to isolate the officer without identifying its role or the daily routine for a long time, usually one to three months.

 After this isolation in public, the boss informs you that your next function will be given in writing, but later.ž They never arrive. When they get to give tasks to the victim, usually never agree with their skills. That is, the configuration of impairment is total and absolute.
Prevalence is defined as the updating of the worker as to all tasks. Because of high competition, the worker may be able to perform almost any job. The work appears in the harassment when the harasser head out of your workplace to be taken to another site without explanation.

Unfortunately bullying is a fairly common practice, not considered, not least researched and monitored and who plays the worst part is the harassed worker. This lifetime can be subjected to the maximum subjugation, to reach the total annulment of their ability to react to the outrage.

In other situations, the employee-victim, react to the harassment by the psychosomatic effects evident: higher pressure, distress, decompensation  biosystem, or multisystem. In this situation, due to this reaction, if the worker is reported to a hospital, bullying is defined and treated as an occupational disease.

There will always be an officer harassed into a job.ž The impersonal and mass job much easier that some subjects pairs or more, exercising a sort of "revenge" usually made in a clumsy fashion, but use the bully kid gloves, if the intentions are treacherous, vicious, humiliating.
ž Sociologically speaking we could say that the figure of the stalker has emerged as the head without the characteristic of leadership, therefore, if you do not have counselors, your task will be complicated by repeated setbacks, as the endorse harassing his victim, ie worker harassment.

 Harassment piping can reach unthinkable:ž
 - job stressž
 - anxietyž
 - insecurityž
-psychosomatic effectsž
-dislocationsž
-death.ž

 The stress can be caused by workplace bullying.ž And the harassment always caused a boss or a peer to a person who is usually calm, cheerful, very condescending, good officer, with a great sense of overcoming.
 Anxiety is a product of some entropy symptom caused by an external agent from a boss or a peer.ž Logically suffer anxiety the victim to be harassed in the workplace and for no apparent reason.

ž insecurity is a feature that appears on the victim after suffering bullying is characterized by being veiled, buried, prudish. The stalker gives uncertainty to undermine worker productivity.
ž The psychosomatic effect is the classic symptoms of labor abuse and thanks to this complex picture (insomnia, irritability, sudden changes in moods, etc..), It is possible to activate the alert to stop the harassment.
ž When the harassed worker multidisciplinary untreated, it is possible the occurrence of a mental impairment to cause a partial or complete mental derangement. This situation requires urgent removal of the workplace with special treatment and therapy that includes multi-family and own boss bully.
ž In the extreme case or situation that the victim was never taken care of harassment and this is so prolonged and so that could produce such damage on a psychic level, biological and somatic, can produce multisystem failure to produce death. There are documented cases in which wholesale trade union leaders somatize good all the problems of others and ill

ž1 .- repeated failure
 2 .- silent treatmentž
 3 .- mockery and sarcasmž
 4 .- coercionž
 5 .- disqualificationž
 6 .- Unsharpž
ž7 .- discrediting
 8 .- Abuse of Powerž
 9.-job changež
 10 - peer collusionž
 11 - illž
 12 - the victim is regarded as a freak.ž
 13 - the victim is seen as confrontational, belligerent, aggressive, imperative, disrespectful.ž

 ALTERNATIVESž MONITORING OF HARASSMENT BY EMPLOYMENT Joint Panel.ž
 immediate support of the Al TRABAJOR ABUSED.ž A CARE CENTER FOR CHECKING THE HARASSMENT.žEMPLOYEE REFERRAL
 COMPREHENSIVE DIAGNOSIS AND TREATMENTž
 DEVELOPMENT OF A PROJECT WORKER REINCERCIÓNž
 MODIFICATION OF WORKPLACEž
 CHANGING WORKPLACEž

 To get away from their stalkers.žTRANSFER OF OFFICIAL
 bullying

Test to verify
 We isolatedž
 Do not give informationž
 We discriminatež
 Do not believe in meetingsž
 You're invited to trainingž
 are not considered in the seminarsž
 We work gorgež
 Do not employž
 The work they give you do not agree with your skillsž
 They do not respect your hierarchyž
 They do not respect your years of servicež
 They do not respect your experiencež
 We are constantly changing position and workplacež
 They mock you covertlyž
 undervalue your skillsž
žThey try to lock you up intellectually
 Your opinions are worthlessž
 Avoid sharing with youž
 recommend you keep a low profilež
 We recommend that you not talk or you mean your knowledgež