After nearly two years of telecommunications, it is on the rise

Workplace harassment is a way of deliberately pressuring a worker or group of workers with the intent to harm. This pressure can be created by an individual, a group or an organization, and it is systematic, i.e. frequent (this is not a discussion) and prolonged over time. It was established around a six-month exposure, with a weekly frequency of pressure on the person.

Such a negative and unpleasant situation for people and companies happens more often than we believe. Jealousy, misunderstood competitiveness, poor job design, inequality, discrimination, and lack of security may be some of the common causes at the onset of workplace harassment, also known as workplace psychosis. Gang.

Considering the profound changes that technologies have made in the way we relate to each other and do our work, the way workplace harassment takes place has also evolved. Epidemic has caused teleworking to spread and it has changed the way we interact with each other in the work environment.

Keeping in mind that harassment is based on social and relational context, inequality of power (the persecutor may put pressure on the oppressed), which has produced a significant shift in the ways of persecution. Creates social expression created by new technologies through social networks, communication applications, video conferences (we have conducted many more these months). New places where the bully can put pressure.

How to identify it

Some examples are explained below:

• We exert pressure through social networks, in which we always show unrealistic images of wholeness. Any attack on the social network has a significant impact on our mental health.
• Communication Tools Exhibition. Forcing someone to intervene without preparing a video conference, with the intention of expelling them when they know they cannot attend meetings.
• Focus on some aspects of your work that have been negative for many, such as email or video conferencing with more employees.
• Create task groups that categorize their participants, assign the most undesirable tasks to the abused worker and free him or her from interesting projects.
• Prevent a person’s digital disconnection through emails, video calls, and out-of-installation tasks.
• Encourage the abused person to isolate him by preventing him from meeting face to face. Avoid face-to-face social interactions that can happen in offices.

Two ways to act

These new exercise methods Work pressure Care should be taken to minimize their effects. In this sense, we can act in two different ways:

1. By worker: Report any act involving the aggression of a co-worker or superior. We should never feel guilty and in no case should the abused person be held responsible for that situation. That is why we must know that condemning the situation is paramount. Knowing our reactions and how they work is important in conflict management. It is important to promote empathy as an important tool in communication.
2. To the company page: What is important in a teleworking situation is a clear definition of each person’s activities and responsibilities. Knowing what our tasks are and the limitations of those tasks can significantly reduce the likelihood of conflict and harassment.

Tools

Edgar Shine, in his model Organizational culture, Talks about basic assumptions (considered by the company), values ​​(rules and characters of behavior) and artifacts (symbols, objects that represent the shape of the structure, logo or color). This organizational culture needs to be integrated into leadership and emotional intelligence. It seeks to uplift people, and there is no room for deliberate damage in this search.

In the field of applied psychology, Psychological Social Assessment It is an excellent tool for analyzing the most important variables to reduce workplace harassment, such as participation, communication, command or leadership style, discrimination or workplace violence, workload or participation. Having regular psychological social values ​​will reduce the likelihood of bullying.

Finally, creation Workplace harassment groups, The company has a mechanism for reporting and controlling harassment, which is a tool that facilitates its investigation and control. In a company we face a very serious and intolerable situation, the moment we begin to investigate it, it loses seriousness because the perpetrator usually knows the seriousness of what he is doing and the abused person feels it and the company moves to help him.

Evan Fernandez SuarezHe holds a Masters Degree in Occupational Risk Prevention from La Rioja International University (UNIR) and is a Prevention Advisor to Friedernidat-Mubrespa. UNIR – La Rioja International University

This article was originally published Conversation. To read Original.