Prevenção
Autor | João Luís Vieira Teixeira |
Ocupação do Autor | Advogado militante na área trabalhista. Especialista em Direito Material e Processual do Trabalho pelo Centro Universitário UniCuritiba |
Páginas | 105-108 |
Page 105
Já vimos, exemplificativamente, os diversos males causados em uma empresa na qual houve algum caso de assédio moral.
Também já vimos que não se pode afirmar, com convicção, que uma deter-minada empresa está totalmente imune a essas ocorrências (ainda mais, se for empresa de grande porte, com centenas ou milhares de empregados).
Assim, o assédio moral deve ser assunto de debates e discussões dentro das empresas, tanto em relação a empregados, ditos "celetistas", quanto para colaboradores, terceirizados ou autônomos.
E é mais do que lógico que, em empresas desorganizadas, sem cadeias de comando estabelecidas, sem regras claras para promoções, sem valorização dos empregados e, em geral, mal estruturadas, a possibilidade de o assédio moral ocorrer é bastante alta.
Em empresas onde não há diálogo, apenas ordens; não há elogios, apenas mais cobranças; onde existe uma disputa desenfreada e desleal por cargos e promoções; onde os chefes, mecanicamente, repassam suas frustrações e cobranças a seus subordinados, o assédio moral é uma constante.
Mas como preveni-lo?
Isso não é simples. A prevenção começa no setor de RH das empresas (também chamado de departamento pessoal, de capital humano ou de gestão de pessoas). Um bom chefe ou diretor de RH é o grande e principal começo. E uma característica jamais poderá faltar a esse profissional: o bom senso, acima de tudo.
Page 106
E, abaixo deles, diretores, os gestores da área de RH também precisam saber agir com urbanidade e respeito. Assim, os demais empregados terão em quem se espelhar para tratar todos com educação.
Mas não é só. É preciso que se façam reuniões, palestras, workshops e debates sobre o assunto, chamando pessoas e gestores/gerentes de todas as áreas da empresa para que se troquem experiências sobre cobranças, metas, premiações, orientações, punições, promoções, etc.
Portanto, urbanidade, respeito, ética e tolerância devem ser características disseminadas, incentivadas e valorizadas em todos os setores da empresa, seja no "chão de fábrica", seja na alta diretoria.
Às vezes, alguém pode achar que sua conduta é algo absolutamente normal, quando, em verdade, não é. E, não raras vezes, os donos ou sócios da empresa são os últimos a saber desses fatos.
Também é importante que exista um canal simples e direto de comunicação entre empregados e o setor de RH. E que esse canal esteja sempre aberto. Assim, ao menor sinal de ocorrência de uma prática suspeita/irregular, a empresa poderá...
Para continuar a ler
PEÇA SUA AVALIAÇÃO- Livros e Revistas
- O Assédio Moral no Trabalho
- Apresentação
- Prefácio
- Introdução
- Conceito e Definições
- Dano Moral x Assédio Moral
- Assédio Moral x Assédio Sexual no Ambiente de Trabalho
- Prova
- Causas
- Efeitos
- Efeitos Colaterais
- Liderança x Assédio
- E xemplos Típicos de Assédio Moral
- Jurisprudência
- Responsabilidade
- Relações de Trabalho e Relações de Emprego
- Valoração do Dano Indenizável
- Prevenção
- Conclusão
- Referências Bibliográficas
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