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July 31 2019ALWAYS THE CUSTOMER FIRST
August 4 2019
Human relations, human resources management, corporate climate.
These are terms and definitions now in common use, which lead to a recovery of values and a management quality of relationships that are increasingly deteriorating.
What matters, in truth, is the principle of RECIPROCITY.
If it's true that I have to have respect, I have to respect.
If it is true that I demand, I must also give.
Respect for hierarchy, for the person, for the role, for age, are elements that must go beyond merely contractual and legal aspects.
Only in this way will the boundaries that lead to the degeneration of relationships, not just professional ones, ever be crossed.
When arm wrestling matches begin, normally both come out defeated, regardless of who formally wins.
MOBBING and STRAINING.
While there is now a lot of literature on MOBBING, much more recent applications and clarifications can be found on STRAINING.
In a panorama in which interest in the protection of the psychophysical health of the worker is increasingly growing, it becomes a requirement also for legal purposes to focus attention on emerging problems in working contexts.
The identification of a serious work-related discomfort, called Straining, a term coined by Dr. H. Ege, psychologist specialized in Work and Organizational Psychology, an expert in the sector who was among the first to bring up the topic of mobbing in Italy and who deserves credit for having discovered a phenomenon often confused with two of the best-known conflictual issues , present in the workplace: mobbing and occupational stress.
Straining, from the English to strain", has a meaning very similar to that of "to stress", to tighten, distort, put under pressure and indicates, in fact, a situation of forced stress in the workplace, in which the victim ( the worker), suffers at least one hostile and stressful action from the aggressor (the strainer) who is usually a superior, the negative effects of which are of constant duration over time.
Furthermore, the victim must find himself in persistent inferiority compared to the strainer, whose action is voluntarily directed against one or more people, always in a discriminating manner.
Straining differs from mobbing in the way in which the oppressive action is perpetrated.
To talk about Mobbing, it is necessary that the harassment action is characterized by a series of hostile conduct, continuous and frequent over time, that damage to health is found and, finally, that this damage can be linked to the action persecution carried out in the workplace.
In Straining, however, the continuity of the oppressive actions is lost.
Let's think, for example, of demotion, deskilling, isolation or deprivation of work tools: these are, certainly, stressful situations that can also cause serious psychosomatic disorders, but not actions repeated over time.
Therefore, the fundamental difference between Straining and Mobbing consists in the fact that in the first case there is a single and isolated action, while in the second the continuity of the oppressive actions is fundamental.
An article from Puntosicuro addresses the topic
