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Published

Preventionworld.com

Area: Psychology

When talking about spatial organization tends to think of the requirements to have comfort in the room or workspace , using the term spatial proxemics, environmental or labor. The term was coined by anthropologist Edward T. Hall to refer to theories that relate to the man with the surrounding space .

In workplaces such as offices is that one appreciates the need for distribution of workspaces. Usually the jobs are distributed in a hierarchical manner, which can cause reactions, sometimes positive and some negative impact on workers. While workers who feel disadvantaged in the location of their workplace experience a positive sense, recognition of status in the organization, those who feel left out, by placing them in places that have no adequate recognition, suffer adverse effects and low professional esteem.

Usually in all workplaces inside the building there are locations that have greater acceptance , ie is referenced to the principal's office or plant where the company management. References to positions "privileged" are what make the individual feel a sense of comfort or, conversely, frustration.

the job, besides being a workplace, is also an area where it expresses the personality of each employee . Having the opportunity to customize and appropriate work space stimulates motivation.

Depending on where you locate the job the individual will feel better or worse. The next job corridors and lobbies are disruptive and make the individual feel unprotected, often claim to have temperature problems, noise, currents, light, etc. In recent years, the spatial configuration of the workplace has changed from a closed configuration with individual workstations, to an open configuration with workers who are not completely isolated from each other, although there may be screens and gaps between them. The frequent transformation of the former to the latter is based on the assumption that the settings favor open communication, productivity and satisfaction, allowing greater flexibility (Ramos, Peiró and Ripoll, 2002), because although the ergonomic factors relating to the furniture, the light environment and thermal environment are appropriate, including the open configuration and adaptation deficit to aspects of space and noise at work. Territoriality refers to the perception of space as their own. All living organisms, including humans, they mark their territory by signals or signs spatial, visual, oral, chemicals, etc., Which are an extension of the body. The space that the person uses to interact with information on many aspects inherent in their status, interests, intentions, etc.

The distance between two people, generally, is an indicator of desire or intent to establish a relationship or interaction. However, cultural factors such as hierarchy, authority or leadership are variables that determine the degree of spatial proximity.

Hall (1982) distinguished 4 types of distance in spatial organization:

• Distance intimate hugging, touching or whispering. The distance is between 0-15 to 15-45 cm.

• personal distance for interactions among good friends. The distance from 45-75 to 75-125 cm.

• social distance for interactions among acquaintances. The distance would be between 1.25 to 2 meters to 2 to 3.5 meters.

• Distance public speeches or public appearances. The estimated distance is 3.5 to 7.25 meters over 7.5 meters.

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distinguished three "territories at Work:

• Primary: those occupied by the furniture: table, chair, computer, closet.

• Secondary: joint areas like locker rooms, break room or the smoking room. • Public: The commonly used as a hall, main hall or conference room, among others.

Hall was noted that different cultures have different standards interpersonal space. In Latin cultures, for example, those relative distances are smaller and people tend to be more comfortable around others. In Nordic cultures the opposite. Realizing and recognizing these cultural differences improves cross-cultural understanding and helps eliminate discomfort people may feel if you feel that the interpersonal distance is too big or too small. Comfortable personal distance also depend on social status, gender and individual preference.

On the other hand, the lack of space seems to increase aggressiveness and feelings of hostility between people, resulting in fewer social contacts and reducing interpersonal communication. The feelings of satisfaction with social situations are less when the density is perceived as too high, so that the workplace is expected that there is lack of cooperation, increasing competitiveness and hostility, withdrawal, a more negative assessment of Moreover, distorted communication patterns or appearance of conflict. (Ramos, Peiró, Ripoll, 2002).

Article Abstract published in PW Magazine n º 22.
28/01/2009 - Fernando Mansilla Izquierdo - Clinical Psychologist. Senior Technical Occupational Health and Safety - Bulletin PW Magazine No 22

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For endanger workers, prison labor

Malaga - The prosecution called prison for the first businessmen accused of endangering its workers

The heavy hand of the Office extends not only those entrepreneurs whose lack of zeal with security measures caused the accidents of their workers, but also those who are caught not complying with mandatory standards, posing a risk to their employees.

Thus, prosecutors have dusted Articles 316 and 317 of the Penal Code, which provide penalties of up to three years in prison even if no accident occurs. It is sufficient to endanger the life of the worker to act. Along these lines, the prosecution against the Claims of Malaga will prosecute the first businessmen accused of crimes of occupational risks for failing to install adequate security measures for those who asked for a year in jail and a fine of 5,400 euros. "What we aim is to tackle the problem from the root, which is the lack of preventive culture, "says Miriam Martinez, fiscal coordinator of occupational accidents. The first charges relate to two cases of the construction sector, one in Marbella and one in the capital.

In the first, is charged with the responsibility of a company whose workers carried out repairs to the facade of a building standing on a metal ladder, without any subject, at a height of five meters high. The workers had no harnesses, seat belts and no other means of protection. The prosecution believes that the owner of the company threatened the integrity physical operators.

In the second case, in addition to the employer, are charged with two technical architects, for which also calls for imprisonment and fine, "for" let the work be carried out despite the insecurity, "it presented. Thus, operators working in the attic of a single-family homes in some platforms more than two meters high had no handrails and legs were placed on scaffolds well inclined lacking stability. These accusations come from complaints filed by the Public Ministry itself last year after receiving communications from the Labour Inspectorate.

All complaints of alleged crimes of risks relate to the construction sector. Miriam Martinez says that the processes of workplace accidents are long because it is quite difficult to ascertain who is responsible. These measures aim to curb workplace accidents in the province. Last year alone, twelve workers died in accidents caused by the lack of security, eight of them in construction-related companies, the sector hardest hit by this type of disaster. In 2008, there were in Malaga more than 21,000 accidents, slightly less than in the previous year, but a number still high.

20/01/2009 12:33:48 - Digital South

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Faced with a situation that is suspected of being bullying, suggests the following tips as I add one more point 6 MLL

"Three things keep quiet soul:

not worry about what does not concern us ,

not investigating something useless and

not suffer for things that may occur

r or have already passed "Aristippus

What to do?

was suspected of being in a situation of harassment, we advise to stay calm. Breathe deep ... Indoors sends the company, but there are tools out doors and people who can help you put things in place. Bullying is a complex problem as was suspected to be in that situation, it is best to consult (Prevention Education) to develop a strategy to recognize the problem and steps follow. Each harassment situation has its own peculiarities, but some common guidelines are:

1) Put on alert as many people as possible about your case, and witness of the abuse. The more evidence and witnesses can provide the bullying situation, the better.

2) Do not worry that they throw. Unlikely to occur. It is not what they want.

3) Apparent indifference, keep the smile and respond with humor. Try to remain undisturbed. Act in a manner beyond reproach. Beware (locking the drawers). Keep your cool.

4) Generally, companies who harass their employees also breaching the contract. We will carefully analyze that meets their individual employment contract, each paycheck, pension contributions, recruitment time, if they have met absolutely everything, respected their category based on their work and others. The labor violations are easy to prove.

5) The affected need most often emergency treatment. This treatment begins with a psychological diagnosis that Labor will provide prevention and therapeutic route to follow according to the assessment of symptoms presented, which are combined at the same time, the expertise of legal field to deal with the details of the legal action to take.

6) Keep a diary in which to overturn all those acts that may constitute abuse work, paying particular attention to dates, times and persons present at the time of the attack.

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Tips to abuse Jordi Garrido: "The victims of child abuse and domestic work have similar reactions»

Article published in http://mobbingopinion.bpweb.net

GERARDO ELORRIAGA

22.02.2009

Jordi Garrido i Pavia , author of "Cursed Labor 'today examines employee harassment in the Hall of The Mail "The reaction of people who suffer labor abuse is similar to that experienced by those suffering from domestic," says Jordi Garrido i Pavia. "A worker subject is depressed, believes that aggression is justified and even may go into a negative loop if it is not aware of the reality of the situation." This Professor of Strategy and Marketing at the Autonomous University of Barcelona and La Salle Business Engineering School today about the problems of an unhealthy working atmosphere, where the 'mobbing' and 'burn out' in a rematch of the Classroom The Courier Vocento Foundation to be held from 20.15 at the Salon El Carmen de Bilbao. The event has the support of Granica Editions.

According to some statistics, one fifth of employees suffering from psychological abuse, although the speaker claims that the number is higher because many are unaware of the nature of the suffering experienced. The 'bullying' may be down, ie, practiced since the authority to subordinate, or vice versa, and also carried out with colleagues. "There is everything, although the latter is abundant and may be due to personal or professional jealousy, and conflicts of characters or rejection by physical traits or sexual orientation," says and refers to the possibility of those who have failed in a promotion may turn against the winner trying to make life miserable despite being a superior.

The 'burn out' or burnout is a state of mind that you can get for various reasons, both personal nature by external influences, and its persistence generates psychosomatic problems. "Sometimes it happens that there are subjects who obsess over little things, but it also happens that the address is not adequate, causing the crash." The expert warned that workers are motivated to come home. "It is encouraging mission managers, but it is essential that the unmotivated, what often happens when there is no communication between them ", says the author of 'damn job!", recently published a book that addresses this issue.

In their view, managers often are not aware of the social responsibility of his office. "For many, power is an end and, once they do, leaving most basic traits emerge and behave as they want, are not aware of the impact of their actions on the mental health workforce," he laments. The work environment is usually thin in periods of crisis as we live. When sales decline and business goals become unattainable discouragement ensues. "Then, use this kind of pressure is a way of saving compensation."

prevention standards

The battle of 'mobbing' is more complex in the private than public. "Officials can not be cast by what has been a very common tool for them to request the transfer," states Garrido, while acknowledging that it is always difficult to prove. The specialist advised to record each episode of abuse and notes that the extension for six months of such practices and evidence of their existence, although the term is reduced when the pressure is intense. Garrido advocates for this form of violence is fought with clear rules on systems including prevention of occupational hazards.

Generally, for those who witness such attacks solidarity has no place. "You see that is baited with a partner and turn away, afraid that if you interact your job also threatened," he argues. "In these contexts, the ethical debate is very complicated."