Theoretical review of work violence
Introduction.
Likewise, the investigation carried out by Bordalejo, Bucosky Yolde, Sicardi, Fusaro, carried out a theoretical review and its articulation with a case. In that case, it is possible to find certain hostile behaviors the specific characteristics of labor work, including: the attack on working conditions, personal attacks, and the continuous disqualification of the person. On the other hand, the importance of the psychologist’s role in this type of situation is highlighted, in which the consultant should be able to correct the place of victims and rebuild his self – esteem, meet his own values and relateboth with their peers and its superiors from a more extreme position.
Developing.
As regards the Latin American, Cardona and Ballesteros context, according to a form of psychological and discriminatory violence towards a specific person by their superiors or colleagues in the workplace, a phenomenon that begins with soft, successive, but successive attacks, butIt begins a violence without footprints that intensify with violent or aggressive behaviors by superiors or companions.
According to these authors, after a period of time, the directors of the organization are informed, but do not take measures and reach the marginalization and / or expulsion of the harassed. Psychological harassment at work is a problem that affects the world working population, therefore, it is vitally important to address it from different disciplines to be able to grant real protection to the victim, and not wait for stalkersproblem or that serious cases for decision making.
Likewise, Castillo and Cubillos, explain in their investigation that the phenomena of work violence are lived in private when acting as a scarcely expressed object of individual control. This identifies difficulties to refer to critical situations or to take a load the problem and solve it. These authors agree, individuals have a certain level of tolerance of magnitude to that point such violence achieved, specifically set to consider the ability that a subject to resistance can have as a demonstration of being successful.
Organizational violence offers a complex study of study not only by the sometimes invisible nature of acts but also because of the direct influence of the social, political, economic and family environment that contributes to a kind of naturalization of the phenomenon in the working life of theThat is, violent acts in organizations are part of the structure of work, are connatural to work and therefore must be supported and / or tolerated by individuals.
In this line of meaning, Soares Cognier & Silva, explain that healthy organizations are those that have ways and practices of structuring and managing work processes in a way that do with their workers, feel happier and happier. It is from this, that results related to organizational excellence will be generated, such as high performance products and services, in addition to maintaining excellent relations with the various segments of the external organizational environment.
These authors, consider important that the dilemmas and discrepancies are resolved, seeking to prevent and bring up moral harassment at work. For its part, Porras Velázquez, explains that it is difficult to coincide when identifying whether a particular fact is violence or not, since among other things dependent on the point of view of the person. Violence usually appears as an abuse of power. Thus, violence at work does not have the same consequences or causes the same reactions in all people, due to the differences between the skills, abilities and resources of coping between them they can be very different.
However, its consequences are devastating in most cases. Through health promotion it is intended to prevent risks, including accidents at work, injuries included in work -related diseases such as stress, and in turn promote individual training regarding the importance of health in order to contribute to aImprovement in the quality of life in general. In order for a healthy work environment, these must present characteristics, such as promoting the participation of workers and other social actors interested in carrying out joint actions to control, improve and maintain the health and well -being of workers;and the realization of processes aimed at achieving employee and evaluated.
Palma Contreras, Ahumada Muñoz, and Ansoleaga Moreno, conclude that when violence is repeated and of physical type, active coping is greater. On the contrary, when it comes to isolated facts they have a confrontation passively, appreciating better results in the confrontation when they have social support. Unlike this, workers who support work violence in silence, the highest levels of physical and psychological conditions.
Individual passive coping is the one that predominates in the stories of the interviewees and interviews;They resort to active coping when abuse is repeated. The mediation of the union, the support by partners and the organization are positively valued;And there are contradictory opinions against the management by public bodies.
Conclusions.
Psychological or mobbing terror in working life implies hostile and immoral communication, which is systematically directed by one or a few individuals mainly towards an individual who, due to mobbing, is pushed into a situation of helplessness and helplessness, being retainedThere through continuous activities of psychological harassment, subject at the psychological, psychosomatic and social level. Likewise, worldwide, Leymann, was the first European expert to provide an operational definition of the concept.
Leave feedback