Agir contre le harcèlement moral au travail: Pour en finir by Elisabeth Grebot

By Elisabeth Grebot

Censé être libérateur, le travail est souvent synonyme de mal-être. Le harcèlement, avec le rigidity et los angeles surcharge, en est l’une des principales reasons. Processus complexe qui implique de nombreux acteurs, le harcèlement touche plus de 12 % des salariés, majoritairement des femmes.
Qu’il soit individuel, managérial ou stratégique, visant à contourner des procédures de licenciement, le harcèlement procède des mêmes modes opératoires : pression, humiliation, isolement, désolidarisation collective... qui conduisent los angeles cible à vivre un véritable enfer.
Au travers des principales idées reçues, Élisabeth Grebot détaille les mécanismes du harcèlement, les forces en présence, et montre le rôle essentiel du collectif pour mieux vivre ensemble au travail.

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Additional info for Agir contre le harcèlement moral au travail: Pour en finir avec les idées reçues

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Le groupe crée des alliances contre tout individu qui se distancie du collectif ou refuse les méthodes déloyales en vigueur dans le groupe. Tou te prise de distance ou écart par rapport à la loi du groupe est immédiatement sanctionnée de violence et d'exclusion. L'alliance de deux individus contre un troisième est appelée coalition en thérapie systémique. Le recours à la coalition et la violence vise à préserver le mode de fonctionnement du groupe et son homéostasie (équilibre) et cherche à évincer l'élément qui joue le rôle d'intégrateur négatifselon l'approche systémique.

Il touche principalement les ouvriers non qualifiés (18,6 o/o) , les employés de service (18,2 %) et les employés administratifs (18 %). Les ouvriers qualifiés (15,8 %) et les cadres (16,4 %) sont les moins frappés sans être, pour autant, épargnés (DARES, 2008) . Les domaines professionnels les plus touchés sont les activités éducatives, sociales, médicales ou administratives où les femmes sont nombreuses. Les salariés des grandes entreprises sont plus concernés que ceux des petites et moyennes entreprises.

Lorsque ces méthodes sont utilisées par des managers ou des commerciaux, elles sont détournées de leur visée thérapeutique car elles sont appliquées dans une configuration hiérarchique n'ayant rien d'une relation d'aide thérapeutique. Certaines sessions de formation ont des objectifs encore plus inquiétants sur le plan éthique. Les stages-chatons visent à apprendre à leurs participants à se surpasser dans des actes violents. Le groupe en formation managériale adopte un chat et l'étrangle à la fin de la semaine.

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