Workplace Harassment

Workplace Harassment

Introduction

Harassments at work, often known by the term English mobbing (harass, stalk, corner in the group) is both the action of a bully or bullies conducive to producing fear, contempt or discouragement in the affected worker to his work, as the effect or illness that occurs in the worker. This person or group of persons receiving a violent psychological justification through negative and hostile acts in or out of work by external social groups, their peers of their subordinates (vertical upward) or its higher (vertically downward, also called bossing, English boss, boss). Psychological violence that occurs in a systematic and recurring for a long time, over weeks, months or even years, and sometimes it adds "acts of God" and even physical assaults, in severe cases (Janusz, 2010).

However, any conduct persistent and demonstrably exerted on an employee or by an employee, officer or immediate supervisor or mediate, a colleague or a subordinate, designed to instill fear, intimidation, terror and anguish, labor detrimental generate motivation at work or waiver thereof induce (Janusz, 2010).

Discussion

Workplace Harassments is a problem that has become very common in the workplace and whose main problem is that its victims are unaware they have it until too late. However, the aim ultimately to this harassment, intimidation or disturbance (or usually the combination of all of them) is the abandonment of work by the victim, or victims, which is considered by his assailants as a nuisance or threat to their personal interests need for extortion, lust for power, wealth, social position, maintaining the status quo, etc (Lewis, 2002).

Workplace Harassment and psychosocial risk could be confused with other pathological manifestation work called 'burned worker syndrome', or burn-out. But not represent the same phenomenon, as the burn-out literally means 'burnout' or worn attitudinal circumstances or characteristics inherent in the profession or work, which generates in workers in strong demand on the emotional, very demanding common teachers or nurses, to name two examples. In Mexico you can use the term 'worker burned', instead of burn-out (Hynes, 2001).

The debate over sexual harassment is not limited to the workplace. Colleges began drafting harassment policies in the 1980s in response to a growing number of complaints from women, and today many high schools, junior highs and even grammar schools have instituted rules about harassment. Municipalities, as well, are drafting policies. In July 1995, a "no-ogling" policy was implemented for construction crews contracted by the city of Minneapolis, Minn. The Minneapolis public works official who drew up the policy, Carl Markus, said that he had received complaints that city paving crews were "eyeing" women as they walked by. He directed the crews to stop or face disciplinary action (Hynes, 2001). In introducing the memo, Markus wrote, "This visual harassment has caused the women to feel uneasy and embarrassed."

Workplace harassment has been the focus of national debate since 1991, when University of Oklahoma law professor Anita Hill testified before the Senate Judiciary Committee that then-Supreme Court nominee Clarence Thomas had sexually harassed her during the years that ...