Job Unrest: The Problem Of Seeing Work As A Simple Exchange
If we had to establish a classification of the themes that are recurrent in therapy, without a doubt, we would have to pay attention to anxiety disorders, panic attacks, depression or adjustment disorders that derive from work situations and relationships that occur in the workplace
These situations may arise, for example, from a change in the leadership of a service or in its coordination, from ways of promoting staff, from the incorporation of a new member within a team, from the way of deal with conflicts and, possibly, many more situations.
It’s about realizing that Personal relationships within a system such as the work environment are a source of emotional conflicts that some people do not know how to handle adequately or fail to perceive without large doses of associated suffering.
Within the workplace there is a power struggle, there are hidden alliances, there is even favoritism, protection and covert loyalties that can cause subtle abusive behavior.
Some companies, both public and private, are not entirely realistic in Human Resources management , so that they cause overload in some people who are part of the team. This is counterproductive since it is a very effective way to burn someone with good work potential and commitment within the entity.
A very widespread error is lack of explicit recognition of work In order to recognize someone for the work they do, whether for its quality, productivity, effectiveness or efficiency, you have to know those details and really know what that person does.
Sometimes, some responsible or coordination figures do not have this information in detail, or they covertly disparage the work of others because they consider it less important or qualified. Therefore, it is essential to have an attitude of frequent recognition to generate that feeling of worth in all the people on a team, regardless of their performance.
Another common mistake is not directly addressing conflicts or issues that generate tension and discomfort since they can end up becoming a behavioral paradigm or a shared belief that some things cannot be touched or changed and, from that idea, generate feelings of helplessness that diminish someone’s capabilities.
When a person feels bad at work on an emotional level, they often resort to taking sick leave. If there is no interest in finding out what is happening, it may be the beginning of a loss of that person in their functions, in their skills and abilities. Even if you remain within the company, your dedication, commitment and performance could change to harmful limits ending in an internal dismissal or an economic and emotional burden for the team or service in question.
Returning to the title of this article, it should be noted that many of these examples are subjectively perceived as situations of severe discomfort or abuse. When a conflict is not resolved and someone’s frustration is perpetuated, they will perceive it as contempt, putting them aside, and mistreating them.
Thus, the lack of recognition can be perceived as indifference or lack of relevance and also as almost humiliating treatment. Power struggles that end up differentiating the positions of some protected people versus others exposed to constant disapproval can also cause a feeling of mistreatment.
The importance of these arguments is clear, since all this translates into money, benefits or lack thereof. The greater productivity of people who feel good at work compared to those who do not feel good is widely studied and documented so there is no doubt that taking care of work happiness pays off.
Work contexts that allow us to be happy
Happiness at work depends on objective factors and others that will be subjective. It is subjective whether someone likes the job they do and the chosen profession more or less.
It is objective to have a professional purpose and, therefore, know that your work matters within the organization; It is also important to promote a climate of optimism and healthy and effective communication, allowing people to express themselves and be heard.
It is essential not to overload someone even though they have a great capacity for work, The principle of equity and justice must be present Of course, recognize the work done and praise each person’s strengths explicitly and with the appropriate frequency. In short, making people feel valued, recognized and visible within entities helps them feel good in their professional field and that, without a doubt, is worth it.
