{"id":9747,"date":"2022-08-22T00:13:31","date_gmt":"2022-08-21T22:13:31","guid":{"rendered":"https:\/\/voxvigor.se\/?p=9747"},"modified":"2022-08-22T00:13:31","modified_gmt":"2022-08-21T22:13:31","slug":"subtil-ohovlighetssmitta-pa-jobbet-kan-vara-skadlig","status":"publish","type":"post","link":"https:\/\/voxvigor.se\/bricks-staging\/subtil-ohovlighetssmitta-pa-jobbet-kan-vara-skadlig\/","title":{"rendered":"Subtil oh\u00f6vlighetssmitta p\u00e5 jobbet kan vara skadlig"},"content":{"rendered":"\n


K\u00e4nslan inf\u00f6r att b\u00f6rja jobba igen efter semestern kan vara kopplad till bem\u00f6tandet av folk p\u00e5 arbetsplatsen. Ny forskning visar att oh\u00f6vligt beteende fr\u00e5n n\u00e5gon med makt uppfattas som mer allvarligt. Det \u00f6kar chansen f\u00f6r att en tredje part blandar sig i och s\u00e4ger ifr\u00e5n. Men det \u00e4r viktigt att komma ih\u00e5g att brist p\u00e5 respekt och h\u00f6vlighet \u00e4ven i mindre laddade situationer kan leda till oh\u00e4lsa.<\/h3>\n\n\n\n

<\/p>\n\n\n\n

Oh\u00f6vlighet \u00e4r l\u00e5gintensiva negativa handlingar som bryter mot normer f\u00f6r respekt p\u00e5 arbetsplatsen. Det \u00e4r dock inte alltid att den oh\u00f6vlige f\u00f6rst\u00e5r hur beteendet landar.<\/p>\n\n\n\n

\u2013 Beteendet kan vara subtil, tvetydig och inte alltid l\u00e4tt att definiera. Det kan handla om en nedl\u00e5tande kommentar, att inte bjuda med p\u00e5 fikat, att inte lyssna p\u00e5 n\u00e5gon eller att himla med \u00f6gonen. Det s\u00e4ger Kristoffer Holm, postdoktor inom organisationsstudier vid Malm\u00f6 universitet.<\/p>\n\n\n\n

Maktrelationer<\/strong><\/h4>\n\n\n\n

I en ny studie har han och Tomas Jungert, Lunds universitet, unders\u00f6kt maktrelationer och vad som g\u00f6r att personer s\u00e4ger ifr\u00e5n om de bevittnar oh\u00f6vlighet. I studien fick personer skatta andras makt p\u00e5 arbetsplatsen kopplat till hur allvarliga olika situationer var och hur man sj\u00e4lv skulle agera. Studien visar att om f\u00f6r\u00f6varen har mycket makt i relation till den som uts\u00e4tts, upplevs situationen av vittnet som mer allvarlig. Vittnet har d\u00e5 en \u00f6kad tendens att s\u00e4ga ifr\u00e5n. I mer allvarliga situationer \u00e4r vittnen mer ben\u00e4gna att erbjuda sitt st\u00f6d till den som blivit utsatt.<\/p>\n\n\n\n

\u2013 Resultaten \u00e4r s\u00e4rskilt viktiga eftersom oh\u00f6vliga beteenden ofta \u00e4r sv\u00e5ra att s\u00e4tta fingret p\u00e5. Men forskningen visar att \u00e4ven l\u00e5gintensiva beteenden fr\u00e5n personer utan mer upplevd makt kan ha negativa konsekvenser. Och det \u00e4r viktigt f\u00f6r \u00e5sk\u00e5dare att komma ih\u00e5g att \u00e4ven subtila kr\u00e4nkningar kan vara allvarliga.<\/p>\n\n\n\n

Oh\u00f6vlighet f\u00f6r med sig negativa konsekvenser, b\u00e5de f\u00f6r den som uts\u00e4tts och f\u00f6r den som bevittnar oh\u00f6vlighet. Det har Kristoffer Holm sett i sin tidigare forskning.<\/p>\n\n\n\n

\u2013 Det \u00e4r kopplat till minskat v\u00e4lbefinnande, s\u00f6mnsv\u00e5righeter och andra somatiska och psykiska stressymptom. Oh\u00f6vlighet g\u00f6r ocks\u00e5 att personer \u00e4r mer ben\u00e4gna att s\u00f6ka sig till en annan arbetsplats.<\/p>\n\n\n\n

Oh\u00f6vlighet kan smitta<\/strong><\/h4>\n\n\n\n

Om oh\u00f6vlighet f\u00e5r p\u00e5g\u00e5 utan att n\u00e5gon ingriper kan den i v\u00e4rsta fall bli en del av arbetsplatskulturen. Tidigare studier visar att de som \u00e4r mest ben\u00e4gna att sj\u00e4lva ut\u00f6va oh\u00f6vlighet \u00e4r de som sett andra vara det. Oh\u00f6vlighet kan med andra ord smitta.<\/p>\n\n\n\n

\u2013 Vi kan bli mer ben\u00e4gna att ta efter om beteendet redan blivit normalt. M\u00e4nniskor beskriver att man dras in i det i den sekunden. Man t\u00e4nker sig inte f\u00f6r och svarar i samma ton.<\/p>\n\n\n\n

Kristoffer Holm forskar nu om en metod, med f\u00f6rlaga i USA, f\u00f6r \u00f6kad h\u00f6vlighet och ett gott socialt klimat p\u00e5 svenska arbetsplatser. Med regelbundna workshoppar under flera m\u00e5nader lyfter medarbetarna fram olika positiva beteende. Metoden har tidigare lett till \u00f6kad tillit till ledningen, h\u00f6gre arbetstillfredsst\u00e4llelse och delvis \u00e4ven till f\u00e4rre sjukskrivningar.<\/p>\n\n\n\n

\u2013 Centralt \u00e4r att arbetsgruppen sj\u00e4lv identifierar vad som \u00e4r bra upplevelser, hur de fr\u00e4mjas och hur fallgropar kan undvikas.<\/p>\n\n\n\n

\u2013 Vi kan alla hj\u00e4lpa till f\u00f6r att minska s\u00e5dana beteenden p\u00e5 jobbet. Att sj\u00e4lv f\u00f6reg\u00e5 med gott exempel genom att vara h\u00f6vlig \u00e4r ett s\u00e4tt. Ett annat \u00e4r att markera tydligt, p\u00e5 ett respektfullt s\u00e4tt, om man blir \u00e5sk\u00e5dare till oh\u00f6vlighet.<\/p>\n\n\n\n

Forskning om oh\u00f6vlighet<\/strong><\/h4>\n\n\n\n

En studie av Torkelson, Holm och B\u00e4ckstr\u00f6m, fr\u00e5n 2016 visar att oh\u00f6vlighet p\u00e5 svenska arbetsplatser ligger p\u00e5 j\u00e4mf\u00f6rbar niv\u00e5 som exempelvis i USA. Av cirka 3000 svenskar i olika branscher svarade 73 procent av dem att de blivit utsatta f\u00f6r oh\u00f6vlighet p\u00e5 jobbet och runt 66 procent uppgav att de sj\u00e4lva betett sig oh\u00f6vligt mot kollegor.<\/p>\n\n\n\n

Den nya studien av Tomas Jungert, Lunds universitet och Kristoffer Holm, Malm\u00f6 universitet, bygger p\u00e5 enk\u00e4ter med personer fr\u00e5n 13 olika branscher, exempelvis byggnads, administration och v\u00e5rd. I en delstudie fick 160 personer beskriva en oh\u00f6vlig situation och bed\u00f6ma den i allvar och maktrelation mellan personerna. I en annan delstudie tog 183 personer st\u00e4llning till olika scenarier och sedan till allvaret i situationen och deras motivation till att ingripa.<\/p>\n\n\n\n

Artikeln Workplace Incivility and Bystanders\u2019 Helping Intentions \u00e4r publicerad i tidskriften International Journal of Conflict Management.<\/a> <\/p>\n\n\n\n

Forskningsprojekt: Utveckling och till\u00e4mpning av en evidensbaserad metod f\u00f6r att f\u00f6rb\u00e4ttra den sociala arbetsmilj\u00f6n.<\/a><\/p>\n\n\n\n


Foto<\/strong>: Pixabay<\/p>\n","protected":false},"excerpt":{"rendered":"

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