Psycho-labor - Coggle Diagram
PSYCHOSOCIAL RISK FACTORS
Stress and Personal Characteristics of the worker: Psychological Profile of the worker: It refers to all the variables of the individual and that associated with the risk factors at work generate occupational diseases, or facilitate their coping.
Psychosocial risk factors: Psychosocial risk factors must be understood as any condition that man experiences as it relates to his surrounding environment and the society that surrounds him, therefore it does not constitute a risk until now that becomes something harmful to the well-being of the individual or when they unbalance their relationship with work or with the environment.
Consequences of occupational stress: subjective effects. Anxiety, aggression, apathy, boredom, depression, fatigue, frustration, guilt, shame, irritability and bad mood, melancholy, low self-esteem, threat and tension, nervousness, loneliness.
Behavioral effects. Propensity to suffer accidents, drug addiction, emotional outbursts, excessive food intake or loss of appetite, excessive consumption of alcohol or tobacco, excitability, impulsive behavior, impaired speech, nervous laughter, restlessness, trembling.
Cognitive effects. Inability to make decisions and concentrate, frequent forgetfulness, hypersensitivity to criticism and mental block.
Physiological effects. Increased catecholamines and corticosteroids in the blood and urine, elevated blood glucose levels, increases in heart rate and blood pressure, dry mouth, oozing, dilated pupils, shortness of breath, chills, lumps in the throat , numbness and burning of the extremities
Organizational effects. Absenteeism, poor labor relations and low productivity, high accident rate and staff turnover, poor organizational climate, antagonism and dissatisfaction at work
Stress and work conditions: Stressors are understood to be a set of physical and / or psychosocial situations of a stimulating nature that occur at work and that frequently produce tension and other unpleasant results for the person
WORK OR ORGANIZATIONAL PSYCHOLOGY AND PSYCHOLOGY:
Concept of Psychology and Labor or Organizational Psychology: Psychology is the science of human behavior, that is, of actions. Organizational or labor psychology is the branch of psychology that is dedicated to the study of individual psychological phenomena within organizations, and through the ways in which organizational processes exert their impact on people.
The contribution of labor psychology to organizational improvement processes: Psychology is the science that deals with the study of human behavior, therefore its axis of study focuses on a very particular aspect, doing.
The field of organizational psychology: This discipline was widely developed in recent decades, with an interdisciplinary approach, by virtue of the problem of human resource management. Initially, it was industrial psychologists who, with few elements, approached organizations to the selection and recruitment of personnel.
Organizational psychology: classical or rationalist theories (Taylor): Analyzes production processes in order to increase efficiency and productivity, developing techniques and methods to normalize production through the decomposition of complex tasks into a set of simple tasks . Theories of human relations (Mayo and Lewin). To achieve harmony within the company by linking productivity with the workers' state of mind. Theories of the organization as an open system and of the complex and autonomous agent: The organization is a system that interacts with the environment and, as a system, is made up of different elements that maintain a minimum of cooperation with each other to achieve common and own objectives.
PSYCHOSOCIAL RISKS: INTERVENTION AND EVALUATION.
Description of psychosocial factors: The harmful consequences on the health or well-being of the worker that derive from a situation in which adverse or unfavorable psychosocial conditions occur are stress (with all the associated problems), job dissatisfaction , relationship problems, job demotivation, etc.
Intervention programs: Intervention programs for the prevention of occupational stress must be approached from a global overview that includes a set of intervention strategies and techniques and which, due to their eminently technical nature, requires to be carried out by specialists.
Assessment of psychosocial risks: Psychosocial risks are characteristic of working conditions and, specifically, of the organization of work, harmful to health.
Identification and Action of Psychosocial Risks; It is therefore about identifying psychosocial risks at work (evaluating) and controlling them (preventing), so we can prevent our health from worsening.
Psychosocial Risk Prevention Measures:
Psychosocial risks and their prevention: mobbing, stress and other problems. Stress has been identified as one of the most important emerging risks in the current work environment, and consequently, as one of the main challenges for safety and health to organizations face.
Primary Prevention and Control Strategies: Secondary prevention consists of the early detection and treatment of depression and anxiety through the awareness of workers and the promotion of stress control strategies.
Secondary Prevention and Control Strategies: The form and content of these training activities are highly variable, from simple relaxation techniques, advice and planning on the way of life or basic training in time management techniques, to the acquisition of skills to problem solving or building self-confidence.
Tertiary Prevention and Control Strategies: Organizations can provide access to confidential professional counseling services for workers who have problems in their workplace or in their family environment (Swanson and Murphy 1991).