"He is surprising that many companies maintain in key positions to completely destructive people". Marie-France Hirigoyen.

SCENE: THE WORK PLACE.

Mobbing or harassment labor occurs exclusively in the work place. The relations that settle down between the workers, due to the high competitiveness, force to develop estratégias to be able to be the best professional or to worker. When the worker does not obtain it with his own work, with the work of the day to day, develops estratégias that consists, basically, in disqualifications in front of the companions and creating a general climate of ignorance towards him. Little by little the pursuer is gaining the confidence of these and subtle way: the harassed one can not realize disrepute until passed a certain time, too much time to be able to correct the manipulations. There is no pursuer who perfectly is balanced. A this serious harassment in horizontal, but also can be given the harassment vertical. It is a practice that some companies use to dismiss their workers and not to have to compensate them by an inadmissible dismissal.

THE HARASSMENT IN THE COMPANY.

Abstract "The Harassment Moral" of Marie-France Hirigoyen, psquiatrist and familiar therapist. She is one of the great world-wide specialists in harassment moral. Usually it participates in courses of formation for doctors and directors of public and deprived companies. Of what it consists? By harassment in the work place it is necessary to understand any manifestation of an abusive conduct and, specially, the behaviors, words, acts, gestures and written that can attempt against the personality, the dignity or the physical or psychic integrity of an individual, or that can put in danger their use, or to degrade the work climate. At whom it aims? The victims, in the beginning and contrary to which the aggressors try to make believe, are not affected of some pathology or particularly weak people. On the contrary, the harassment begins when a victim reacts against the authoritarianism of a superior one and she is not let dominate. Its capacity to resist to the authority in spite of the pressures is what it indicates it like target. How to prevent that a victim reacts To reject the direct communication To disqualify To discredit To isolate the hazings To induce to the error the harassment sexual the abuse authority When a superior one in the hierarchy squashes with its power its subordinates, the aggression is more evident. Very frequently, "bosso" is revalued this way. In order to compensate the fragility of his identity, it needs to dominate, and whatever does so much more easily than their subordinates, fearing the dismissal, do not have another election that the one to suffer its dominion. Tried the good march of the company justifies everything: an extension of the labor day that cannot be negotiated, a incoherent overload of urgent work, or exisgencias. Nevertheless, to press the subordinates of a systematic form is a style of ineffective and little profitable direction, since the tension overload can generate errors professional and bring with low himself by disease. A happy manual labor is more productive. However, as much the intermediate director as the direction maintains the illusion that thus they obtain a maxim yield. In principle, the abuse authority does not affect a single individual. It consists solely of squashing to all that that is weaker than one same one. In the companies, it is possible to be transmitted in cascade, from the highest hierarchy to the intermediate director. The abuse authority on the part of the heads has always exisitido, but at the moment, he often appears disguised of another thing. The directors speak to their wage-earners of autonomy and espirítu of initiative, but for that reason they do not let demand its submission and its obedience. The wage-earners leave because the threats on the matter of the survival of the company, the perspective of the dismissals and the incessant memory of their responsibility and, therefore, of its possible culpability obsess to them. The company that foments the perverse methods the companies tolerates the abuses of certain individuals as long as they generate benefits and they do not produce too many misfortunes. Without a doubt, they could favor the development of the people, but often they do not do more than to throw them to lose. The harassment is always the result of a conflict. It is necessary to find out if that conflict must to the character of the implied people or if, on the other hand, is a consequence of the same structure of the company. All the conflicts do not degenerate in a harassment. Also other factors are necessary, like a dehumanization of relacions labor, the complicity with the perverse individual. In the work place, the heads of company, directors and supervisors are those that must choose jointly by: not to be indulgentes, to reject the harassment and velar so that all the levels of the person are respected. Although no law regulates the harassment moral in the company, must impose the respect of the individuals and eradicate the recismo and the sexism. The unions, whose paper is the one to defend to the wage-earners, would have to include between their objectives the effective protection front the harassment moral and the other attacks against the person. To cause that justícia In the legal arsenal takes part does not exist any law that punishes the harassment moral. Therefore, in this case, it is very difficult to attack a pattern penal. In any case, this diligence is always long and heavy. However, the General Assembly of the United Nations, in a resolution adopted in an annex to the declaration of the fundamental principles of justice relative to the victims of the criminality and the victims of the abuses authority, defines to these last ones of the following way: "it is understood by" victims "the people who, individual or collectively, have suffered a damage, specially an attack against their physical or mental integrity, a moral suffering, a material loss, or a serious attack against its fundamental rights, in the occasion of acts or of omissions that still do not constitute a violation of the national penal legislation, but that represents violations of the norms internationally recognized in the matter of human rights".