ASSÉDIO MORAL
Há momentos que palavras e gestos de incentivo podem fazer a grande diferença em nossas vidas. No ambiente de trabalho, normalmente lidamos com limitações, cobranças, críticas, dificilmente alguém nos estende a mão, sobretudo quando estamos algo fragilizados.
A prática do Assédio Moral é mais comum do que se supõe, ela torna-se sutil, através de comentários indevidos, brincadeiras que tem por objetivo denegrir a imagem profissional ou a trajetória que o funcionário vem percorrendo. Atitudes irônicas que refletem o descaso ou mesmo falta de atenção durante um certo período de tempo, tornando-se sitemáticas, são características do Assédio Moral.
A intenção é denegrir o profissional, isso é motivado por um sentimento de "inveja" de insuportabilidade em conviver com os talentos que normalmente o assediador não possui.
O assédio moral ocorre entre colegas de trabalho, de subordinado para a chefia ou da chefia para o subordinado. Normalmente o assediador não escolhe o seu alvo por um acaso, a vítima destaca-se por algum talento ou habilidade que ele próprio não possui.
A seguir listaremos algumas denominações de Assédio Moral:
• harcèlement moral (assédio moral), na França;
• bullying (tiranizar), na Inglaterra;
• mobbing (molestar), nos Estados Unidos e na Suécia;
• murahachibu, ijime (ostracismo social), no Japão;
• psicoterror laboral, acoso moral (psicoterror laboral, assédio moral), na Espanha.
Heinz Leymann, médico alemão e pesquisador na área de psicologia no trabalho, que em 1984 efetuou o primeiro estudo sobre o assunto, quando identificou o fenômeno e o nominou "mobbing", o descreve da seguinte maneira:
• "assédio moral é a deliberada degradação das condições de trabalho através do estabelecimento de comunicações não éticas (abusivas) que se caracterizam pela repetição por longo tempo de duração de um comportamento hostil que um superior ou colega (s) desenvolve (m) contra um indivíduo que apresenta, como reação, um quadro de miséria física, psicológica e social duradoura".
A Organização Internacional do Trabalho (OIT, 2003) descreve o assédio moral como o comportamento de alguém, para rebaixar uma ou mais pessoas, através de meios vingativos, cruéis, maliciosos ou humilhantes. São críticas repetitivas e desqualificações, isolando-o do contato com o grupo e difundindo falsas informações sobre ele .
CARACTERÍSTICAS DO ASSÉDIO MORAL:
a) A intensidade da violência psicológica. É necessário que intenção de ocasionar um dano psíquico ou moral ao empregado para marginalizá-lo no seu ambiente de trabalho.
b) O prolongamento no tempo, pois episódio esporádico não o caracteriza, mister o caráter permanente dos atos capazes de produzir o objetivo.
c) A intenção de ocasionar um dano psíquico ou moral ao empregado para marginalizá-lo no seu ambiente de trabalho.
d) A conversão, em patologia, em enfermidade que pressupõe diagnóstico clínico, dos danos psíquicos.
e) A vítima escolhida é isolada do grupo sem explicações, passando a ser hostilizada, ridicularizada, inferiorizada, culpabilizada e desacreditada diante dos pares.
f) Humilhação repetitiva e de longa duração interfere na vida do Servidor de modo direto, comprometendo sua identidade, dignidade e relações afetivas e sociais, ocasionando graves danos à saúde física e mental.
Em Pernambuco, foi regulamentada a Lei 13.314 (15.10.2007) – Lei de Assédio Moral, abrangendo os 3 poderes Executivo, Legislativo e Judiciário.
• Art. 2o.Considera-se prática de assédio moral, no âmbito da administração pública, toda ação repetitiva ou sistematizada praticada por agente e servidor de qualquer nível que, abusando da autoridade inerente às suas funções, venha causar danos à integridade psíquica ou física e à autoestima do servidor, prejudicando também o serviço público prestado e a própria carreira do servidor público.
A vítima do terror psicológico no trabalho não é o empregado desidioso, negligente. Ao contrário, os pesquisadores encontraram como vítimas justamente os empregados com um senso de responsabilidade quase patológico, são ingênuas no sentido de que acreditam nos outros e naquilo que fazem, são geralmente pessoas bem-educadas e possuidoras de valiosas qualidades profissionais e morais.
As Ouvidorias públicas são um excelente canal através do qual o servidor poderá recorrer denunciando práticas de Assédio Moral. Elas não tem o papel de "apurar", mas sim de encaminhar as denúncias para que sejam devidamente apuradas pela área competente do Órgão. Existe ainda muito medo por parte do servidor em realizar denúncias tão graves, sobretudo quando não se tem como comprovar essas práticas abusivas. Toda denúncia ao ser formalizada numa Ouvidoria pública, precisa ser devidamente apurada, motivo pelo qual torna-se necessário distinguir o que é o que não é Assédio Moral.
A Ouvidoria Geral do Estado publicou uma cartilha sobre Assédio Moral, a qual está disponível de forma eletrônica no seu site www.ouvidoria.pe.gov.br e no Portal da Transparência.
Um dos estudos mais completos sobre os impactos provocados pelo dano moral à saúde do trabalhador foi realizado pela Margarida Maria Silveira Barreto e sintetizada sob a forma da tede de mestrado "Violência, Saúde e Trabalho: uma Jornada de Humilhação", defendida em 2000, na Pontifícia Universidade de São Paulo (PUC/São Paulo). Seu trabalho de pesquisa avaliou a saúde de 2.072 pessoas entrevistadas (1.311 homens e 761 mulheres) que, em seus localis de trabalho, eram submetidos a relações opressivas.
Veja abaixo o quadro com os resultados do Estudo de Margarida Barreto:
O assédio moral no trabalho é um abuso e não pode ser confundido com decisões legítimas que dizem respeito à organização do trabalho, como transferências e mudanças de função, no caso de estarem de acordo com o contrato de trabalho. Da mesma maneira, críticas construtivas e avaliações sobre o trabalho executado, contanto que sejam explicitadas, e não utilizadas com um propósito de represália, não constituem assédio, sendo natural que todo trabalho apresente um grau de imposição e dependência (HIRIGOYEN, 2002, p.34 e 35).
A cartilha de Assédio Moral está disponível nos sites da Ouvidoria do Estado www.ouvidoria.pe.gov.br, Controladoria www.cge.pe.gov.br, a Associação Brasileira de Ouvidores www.abonacional.org.br
A Lei Estadual de nº 13.414 foi publicada pelo governo do Estado em 15.10.2007 e abrange a administração pública estadual.
MORAL HARASSMENT
There are moments that words and gestures of encouragement can make a big difference in our lives . On the desktop , usually dealing with limitations , charges , criticism , hardly anyone in extending the hand , especially when we are something fragile .The practice of Harassment is more common than is supposed , it becomes subtle , through improper comments , jokes that aims to tarnish the professional image or the path that the employee has been touring . Ironic attitudes that reflect the indifference or even lack of attention for a certain period of time , becoming sitemáticas , are characteristic of Harassment .
The intention is to denigrate the professional , it is motivated by a sense of " envy " of intolerability of living with the talents that usually does not have the harasser .Bullying occurs among coworkers , assistant to head or head to the child . Usually the harasser does not choose its target by chance , the victim stands out by some talent or ability that he himself lacks .The following list some names of Harassment :• harcèlement moral ( bullying ) , France ;• bullying ( bullying ) in England ;• mobbing ( annoyance ) in the United States and Sweden ;• murahachibu , ijime ( social ostracism ) , Japan;• acoso moral labor ( labor psicoterror , harassment ) , Spain psicoterror , .
Heinz Leymann , a German physician and researcher in psychology at work, which in 1984 made the first study on the subject , when he identified the phenomenon and nominou " mobbing " , describes it as follows:• "Bullying is the deliberate degradation of working conditions through the establishment of (unfair ) unethical communications that are characterized by repetition over a long duration of hostile behavior to a superior or colleague ( s ) develops ( m ) against a individual who presents, as a reaction , a set of physical, psychological and social distress lasting . "The International Labour Organisation ( ILO , 2003) describes bullying as someone's behavior , to demote one or more people through vindictive , cruel , malicious or humiliating ways . Are repetitive and disqualifications criticisms , isolating it from contact with the group and spreading false information about it .
CHARACTERISTICS OF MORAL HARASSMENT :
a) The intensity of psychological violence . It is necessary that intent to cause an employee to mental or moral to marginalize it in your workplace injury.
b ) The extension in time , it does not characterize sporadic episode , mister the permanent character of the acts capable of producing the goal.
c ) The intent of causing a psychic or moral to the employee to marginalize it in your workplace injury.
d ) The conversion into pathology, in sickness which requires clinical diagnosis of mental injury .
e) The selected victim is isolated from the group without explanation , becoming ostracized , ridiculed , inferiority , and discredited blamed on couple.
f ) repetitive and long-lasting impact on the lives of Humiliation Direct Mode Server , compromising their identity , dignity and emotional and social relationships , causing serious damage to physical and mental health.I
n Pernambuco , was regulated to Law 13,314 ( 15.10.2007 ) - Harassment Act , covering the 3 executive, legislative and judicial branches .
• Art 2o.Considera up practice of bullying within the public administration , every repetitive or systematic action performed by agent and any level that misusing the authority inherent in their roles server will cause damage to psychic or physical self-esteem and server integrity , also interfering with public service and own career public servant .The victim of psychological terror at work is not the desidioso negligent employee . Instead, the researchers found precisely as victims employees with a sense of responsibility almost pathological , are naive in the sense that they believe in others and what they do , are generally well - educated and possessed of professional and moral qualities valuable .
Public Hearings are an excellent channel through which the server can use reporting practices Harassment . They do not have the role to establish , but to refer the complaints to be properly cleared by the competent organ of the area . There is still very scared by the server to perform such serious allegations , especially when you have no way to prove these abusive practices . Every report to be formalized in a public ombudsman needs to be properly calculated , why it is necessary to distinguish what is what is not Harassment .
The State Ombudsman has published a booklet on Harassment , which is available in electronic form on your site www.ouvidoria.pe.gov.br and the Transparency Portal .One of the most comprehensive studies on the impacts caused by moral damage to workers' health was conducted by Margaret Mary Silveira Barreto and synthesized in the form of tede Masters " Violence , Health and Work : a Day of Humiliation " , defended in 2000, Pontifical University of São Paulo ( PUC / São Paulo ) . His research evaluated the health of 2,072 people interviewed ( 1,311 men and 761 women) who , in their localis work , were subjected to oppressive relationships .
Below is the table showing the results of the Study of Margaret Barreto :The workplace bullying is abuse and can not be confused with legitimate decisions concerning the organization of work , such as transfers and job changes , if they are in accordance with the contract of employment . Likewise , constructive criticism and reviews of the work performed , provided that they are explicit and not used for a purpose of retaliation , do not constitute harassment , and naturally all work with a level of taxation and dependence ( Hirigoyen , 2002, p. 34 and 35).
The primer Harassment is available in the State Ombudsman's www.ouvidoria.pe.gov.br sites , Comptroller www.cge.pe.gov.br, the Brazilian Association of Ombudsmen www.abonacional.org.brThe State Law No. 13,414 was published by the State Government on 15.10.2007 and covers the state administration
MORAL HARASSMENT
There are moments that words and gestures of encouragement can make a big difference in our lives . On the desktop , usually dealing with limitations , charges , criticism , hardly anyone in extending the hand , especially when we are something fragile .The practice of Harassment is more common than is supposed , it becomes subtle , through improper comments , jokes that aims to tarnish the professional image or the path that the employee has been touring . Ironic attitudes that reflect the indifference or even lack of attention for a certain period of time , becoming sitemáticas , are characteristic of Harassment .
The intention is to denigrate the professional , it is motivated by a sense of " envy " of intolerability of living with the talents that usually does not have the harasser .Bullying occurs among coworkers , assistant to head or head to the child . Usually the harasser does not choose its target by chance , the victim stands out by some talent or ability that he himself lacks .The following list some names of Harassment :• harcèlement moral ( bullying ) , France ;• bullying ( bullying ) in England ;• mobbing ( annoyance ) in the United States and Sweden ;• murahachibu , ijime ( social ostracism ) , Japan;• acoso moral labor ( labor psicoterror , harassment ) , Spain psicoterror , .
Heinz Leymann , a German physician and researcher in psychology at work, which in 1984 made the first study on the subject , when he identified the phenomenon and nominou " mobbing " , describes it as follows:• "Bullying is the deliberate degradation of working conditions through the establishment of (unfair ) unethical communications that are characterized by repetition over a long duration of hostile behavior to a superior or colleague ( s ) develops ( m ) against a individual who presents, as a reaction , a set of physical, psychological and social distress lasting . "The International Labour Organisation ( ILO , 2003) describes bullying as someone's behavior , to demote one or more people through vindictive , cruel , malicious or humiliating ways . Are repetitive and disqualifications criticisms , isolating it from contact with the group and spreading false information about it .
CHARACTERISTICS OF MORAL HARASSMENT :
a) The intensity of psychological violence . It is necessary that intent to cause an employee to mental or moral to marginalize it in your workplace injury.
b ) The extension in time , it does not characterize sporadic episode , mister the permanent character of the acts capable of producing the goal.
c ) The intent of causing a psychic or moral to the employee to marginalize it in your workplace injury.
d ) The conversion into pathology, in sickness which requires clinical diagnosis of mental injury .
e) The selected victim is isolated from the group without explanation , becoming ostracized , ridiculed , inferiority , and discredited blamed on couple.
f ) repetitive and long-lasting impact on the lives of Humiliation Direct Mode Server , compromising their identity , dignity and emotional and social relationships , causing serious damage to physical and mental health.I
n Pernambuco , was regulated to Law 13,314 ( 15.10.2007 ) - Harassment Act , covering the 3 executive, legislative and judicial branches .
• Art 2o.Considera up practice of bullying within the public administration , every repetitive or systematic action performed by agent and any level that misusing the authority inherent in their roles server will cause damage to psychic or physical self-esteem and server integrity , also interfering with public service and own career public servant .The victim of psychological terror at work is not the desidioso negligent employee . Instead, the researchers found precisely as victims employees with a sense of responsibility almost pathological , are naive in the sense that they believe in others and what they do , are generally well - educated and possessed of professional and moral qualities valuable .
Public Hearings are an excellent channel through which the server can use reporting practices Harassment . They do not have the role to establish , but to refer the complaints to be properly cleared by the competent organ of the area . There is still very scared by the server to perform such serious allegations , especially when you have no way to prove these abusive practices . Every report to be formalized in a public ombudsman needs to be properly calculated , why it is necessary to distinguish what is what is not Harassment .
The State Ombudsman has published a booklet on Harassment , which is available in electronic form on your site www.ouvidoria.pe.gov.br and the Transparency Portal .One of the most comprehensive studies on the impacts caused by moral damage to workers' health was conducted by Margaret Mary Silveira Barreto and synthesized in the form of tede Masters " Violence , Health and Work : a Day of Humiliation " , defended in 2000, Pontifical University of São Paulo ( PUC / São Paulo ) . His research evaluated the health of 2,072 people interviewed ( 1,311 men and 761 women) who , in their localis work , were subjected to oppressive relationships .
Below is the table showing the results of the Study of Margaret Barreto :The workplace bullying is abuse and can not be confused with legitimate decisions concerning the organization of work , such as transfers and job changes , if they are in accordance with the contract of employment . Likewise , constructive criticism and reviews of the work performed , provided that they are explicit and not used for a purpose of retaliation , do not constitute harassment , and naturally all work with a level of taxation and dependence ( Hirigoyen , 2002, p. 34 and 35).
The primer Harassment is available in the State Ombudsman's www.ouvidoria.pe.gov.br sites , Comptroller www.cge.pe.gov.br, the Brazilian Association of Ombudsmen www.abonacional.org.brThe State Law No. 13,414 was published by the State Government on 15.10.2007 and covers the state administration
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