Introdução
Autor | Lis Andrea Pereira Soboll |
Ocupação do Autor | Organizadora |
Páginas | 11-12 |
Page 11
Passaram-se 10 anos da defesa do doutorado sobre assédio moral, na qual delimitei o conceito de violência ou assédio organizacional, no mesmo período em que Adriane Reis de Araújo, Procuradora do Ministério Público do Trabalho, apresentava seu mestrado intitulado “Assédio moral organizacional”. Naquela época a temática do assédio moral ainda não estava popularizada como hoje embora as práticas já estivessem bem presentes no cotidiano do trabalho. Os estudos acadêmicos no Brasil avançaram muito, especialmente na questão conceitual, com o crescente reconhecimento do assédio organizacional e com a diminuição da ênfase nas questões pessoais, a exemplo do perfil de vítimas e agressores. O assédio moral, que antes era considerado por alguns como um discurso sindical, passou a figurar como uma importante demanda no judiciário trabalhista e no Ministério Público do Trabalho, assim como, foi incluído na pauta da gestão organizacional e na agenda de pesquisas acadêmicas. Nesta trajetória, muitas ideias e compreensões se modificaram e tantos outros caminhos se fizeram menos nebulosos. Ao menos tempo, ficou evidenciada a complexidade que é própria da tratativa do assédio moral. A experiência con-junta em consultoria e pesquisa foram fontes essenciais para o amadurecimento conceitual e para a compreensão do desafio que é arriscar-se no desenvolvimento de intervenções em organizações públicas ou privadas, ou ainda, associada ao movimento sindical ou à clínica psicológica. Inicialmente, a esperança e a utopia ingênua, própria da inexperiência de vida e de carreira, estavam mais presentes que hoje. A consciência sobre a naturalização do assédio moral e sobre a centralidade desta naturalização na manutenção das atuais práticas de gestão agressivas (tanto para os números como para as pessoas) traz um desafio ainda maior. Se em outro momento se podia acre-ditar que alguns esforços seriam possíveis para mudar o cenário do assédio moral no Brasil, hoje a percepção é de que o assédio, agora disseminado tanto nos discursos como nas práticas, é só uma parte da violência naturalizada do cotidiano do trabalho em nossa sociedade, construído historicamente e sustentado coletivamente. Não há qualquer indício no horizonte que sinalize, nem mesmo os mais otimistas, que estas práticas tendem a ser eliminadas. Sabendo desta complexidade e da atualidade da problemática, é essencial seguir buscando alternativas possíveis e viáveis de transformação. Portanto, muito...
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PEÇA SUA AVALIAÇÃO- Livros e Revistas
- Intervenções em Assédio Moral e Organizacional
- Autores
- Introdução
- Assédio moral e organizacional na perspectiva psicossocial: critérios obrigatórios e complementares
- O entendimento do assédio moral e organizacional na justiça do trabalho
- Intervenções no espaço possível de ação: princípios e estratégias básicas no combate ao assédio moral e organizacional
- Intervenção psicossocial sistêmica: modelo e parâmetros em casos de assédio moral no trabalho
- Consultoria interna em conflitos no trabalho: prevenção do assédio moral no hospital de clínicas da UFPR
- A atuação das ouvidorias no tratamento de denúncias de assédio moral: a experiência da Petrobras
- Grupo de apoio psicológico a vítimas de assédio moral no trabalho: uma proposta de intervenção
- Protocolo de avaliação do assédio moral em avaliações periciais ou diagnósticas: da caracterização ao parecer
- Atuação sindical em situações de assédio moral: relato de experiência
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