Mobbing: How can we cope? Mental Illnesses Posted in World
Prevention Across Mobbing scene must always be those who bully and those que son hostigados. Según Leymann, el móvil que el hostigador suele tener se basa en el afán por camuflar sus propias deficiencias, tanto sobre su carrera profesional como sobre determinados aspectos de su vida personal.
A toda costa pretende eliminar a la víctima de su camino. Dentro de la literatura sobre el tema, podemos decir que se enumeran determinados perfiles de personalidad que se han atribuido a los acosadores.
Destacamos la distinción que hace Romero (2003) en la que el autor nos habla de personalidades de corte psicopáticos, narcisistas o paranoides entre otros. Pero, ¿qué pasa con las víctimas? Si bien es cierto que parece un poco descabellado decir que podrían también dibujarse certain characteristic patterns in them, a priori we could not assert it as blunt a manner that is, any of us could face a situation of harassment at work. Some studies that look interesting and are committed to the first scenario show that yes there can be some typical features that predispose and / or facilitate the action of the bullies on them. Piñuel (2000) defined as:
- those workers who tend to be enviable in the organization (leaders within the group, over-qualified for their duties, etc.).
- those who are vulnerable (for personality traits court dependent, submissive, etc.).
- those who are threatening to the organization (usually dangerous because they expose the established standards and aim to improve the underlying business culture.)
In most protocols of action and self-help manuals that are published are given coping patterns generic cut regardless of personal characteristics that exist in the victims who favor a particular coping mechanism. Following Piñuel, for example, we find different types of coping patterns that correlate with certain personality of the victims, as highlighted below:
1. Coping with the active and assertive harasser. Usually own the kind of enviable or threatening workers as described above.
2. Passive coping / synergy: it consists of turning the other cheek to the harasser or the lack of response due to paralysis caused by the fear of harassment or the response of the institution. Own the type of worker vulnerable.
3. Aggressive coping: the victim may be able to use such aggressive behaviors as their harasser, entering a spiral of violence bidirectional. Not in all cases but may occur in the type of worker threatening.
The attempt at a psycho-social support to the victim is to channel the different behaviors that are used irrationally or other uncontrolled active and assertive cutting, orienting towards the various processes of action both administrative and judicial level, if this is what you want. While still mobbing cases are not recognized in the catalog of diseases (update of the Royal Decree - 2006), we must not forget that after suffering the consequences of the phenomenon range from chronic stress disorder until symptoms PTSD. These consequences can last for years, thus making it impossible to have a normal working life. Therefore, not only to reorient the type of coping while you are suffering from workplace harassment situation. The judicial complaint process is often long and complicated and require specific coping behaviors. Course, there's the fact revert to carrying out professional activities after the experienced situation, and therefore, efforts to address the new environment must be focused on the fight against possible flashback or cutting intrusive negative thoughts and of failure that often occurs easily when the victims.
16/02/2010 - Yojana Pavón - BA in Psychology Technician in Occupational Health and Safety
