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In daily work, we often find such a situation -
A person who originally likes to talk and laugh suddenly becomes taciturn ;
A person who is active in work suddenly becomes push and drag , unwilling to take on some extra tasks;
A person with a kind personality suddenly becomes hinder , irritable ...
The occurrence of these abnormal behaviors, if it is not for something wrong in private life, then it is very likely that some factors at work have caused them psychological setbacks .
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So, what situation will cause psychological setbacks to the staff? Let us give you a few common examples to illustrate:
1. The leader of a unit judges merits and demerits based on his closeness and distantness, and determines rewards and punishments based on his feelings. Diligent workers are useless, and those who seek refuge in the camp receive their salaries. There is no correct evaluation standard for a person's labor value.
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In this case, an honest and enterprising person may feel disappointed because his own labor value is not recognized.
This feeling of disappointment cannot be resolved by confessing or complaining, and will accumulate depression and cause psychological setbacks over time.
2. Inappropriate job transfer
At work, job changes are a very sensitive issue. An inconspicuous change may cause people to speculate and be accustomed to analyzing its "subtext" from this superficial phenomenon.
Therefore, if a person who loves his job and does a good job is suddenly transferred, then, whether it is light or heavy, whether it is trust or doubt, whether it is necessary or excluded, the parties involved often know what is wrong.
If this transfer is inappropriate or does contain unhealthy ingredients, then the person who is forced to obey will also suffer from psychological frustration.
3, no chance of promotion
According to psychological research, staff do not work for material purposes only, they also have spiritual pursuits, including self-esteem, sense of honor, desire for achievement, desire for promotion, etc.
Therefore, the position and speed of promotion of a staff member can easily become a symbol of people's measurement of their work performance.
If a person has good basic conditions, but cannot get the opportunity to be promoted for a long time due to age problems, job problems, personnel relationship problems, etc., then they will feel "no hope" and their self-esteem will be damaged to a certain extent, resulting in psychological setbacks.
4. Improper competition behavior
In the unit, it is normal for colleagues to compete.
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However, because some people are not noble enough in their ideological and moral character, they win by flattery, personal dependence, elevating themselves, and attacking others in the process of competition, which will seriously hurt some comrades, causing leaders to doubt them and even blows them.
This barrier between staff and leaders caused by external forces has caused people to work difficulties and ideological pressure, resulting in psychological setbacks.
From the above examples, it can be seen that psychological frustration mainly comes from external reasons, and the ideological and work style of leaders are important factors.
Therefore, staff who have psychological frustration often dare not or are unwilling to to express their thoughts directly, but use abnormal performance at work to hint their dissatisfaction.
Therefore, the manifestations of psychological frustration in have characteristics of indirectness and implicitness.
Here, I will give a few common examples:
1, Silent reaction
A person who is usually willing to come up with ideas and finds a way becomes silent. He does not care about other things except the job it must do.
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Even if you find a vulnerability in your work, you will never speak as long as it is not in your own jurisdiction.
2. Emphasize difficulties and shirk the task
When the leader assigned a work task, the person who was fully capable of completing it suddenly emphasized the difficulties and difficulties, what level is low, the ability is poor, the conditions are not met, etc. It looks helpless, and tries every means to find reasons to shirk the task.
3. Descend to self-confidence, "pay as pay"
disdain for bad phenomena and no longer bothered by troubled things. How much rewards are given to do as much work, and what kind of treatment are given to do. If you cannot "reward according to merit", I will "pay according to the reward".
4. Absolute obedience, and submit
to the work assigned by the superior, regardless of whether it is right or wrong. Even if you know it doesn't work and will cause adverse effects, you will never make reasonable suggestions.
will be responsible for the missed mistakes. If the masses want to scold, let him scold him. Anyway, it has nothing to do with him. When encountering conflicts, talk to the leader and do whatever you want. You will not exert your subjective initiative at all.
5. Cope with work, transfer energy
Don’t use your brain or spend your energy at work. The principle is to avoid people picking up problems. Put your remaining energy on other issues of interest and work hard. Don’t ask others to give alms, but ask yourself to gain something.
various manifestations of psychological frustration among staff are actually a special form of . The final result of this catharsis will inevitably lead to a significant reduction in work quality and efficiency, and will have an unreasonable impact on the full play of employees' enthusiasm.
so, have you experienced psychological setbacks? How did you deal with this?
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