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O assédio moral tem demonstrado ser, cada vez mais, uma das grandes problemáticas das entidades empregadoras, públicas e privadas, mas principalmente dos seus trabalhadores. Há cada vez mais trabalhadoras vítimas de assédio, contudo, muitas vezes, não sabem identificar o fenómeno em causa, ou não sabem a quem ou a que meios recorrer. Pode ainda dar-se o facto de o fenómeno ser devidamente identificado, ser formalizada uma queixa e esta não chegar às instâncias a que deveria chegar. Este fenómeno vem descrito e regulado no artigo 29º CT, e divide-se em dois tipos: o moral e o sexual. O primeiro e que será abordado neste estudo caracteriza-se por ser um comportamento abusivo, frequente e intencional, por meio de gestos, palavras ou atitudes que possam de alguma forma atingir física e psicologicamente a integridade da vítima, pondo em causa o seu trabalho, bem como o seu meio laboral. O segundo é aquele em que o agressor por meio de insinuações sexuais, atenção sexual indesejada, contacto físico indesejado ou não consentido, agressão sexual, ou aliciamento, tenta obter favores sexuais como troca de favorecimento no trabalho. Para além disto, podem ainda ser usadas outras práticas/estratégias com o intuito de a vítima se sentir humilhada, ou mesmo aplicar-lhe sanções disciplinares sem qualquer motivo ou razão aparente. Todas estas práticas/estratégias que se encontram elencadas doutrinária e jurisprudencialmente no conceito de assédio têm como principal objetivo a destruição e o afastamento total da vítima. O assédio moral é todo um fenómeno complexo e sobretudo sensível, e é neste sentido que este estudo se insere, tendo como objetivo perceber melhor toda esta temática complexa que é o assédio moral no meio laboral. Posto isto, foi realizado um estudo, com base num questionário aplicado nos municípios do distrito de Bragança aos trabalhadores com vínculo de emprego público, com o objetivo de compreender se estão elucidados acerca do conceito de assédio moral, das suas formas de manifestação, bem como dos meios de defesa ao dispor das vítimas. Com a aplicação do referido questionário foi possível observar que continuam a existir condutas de assédio dentro das organizações, mas que a maioria dos trabalhadores não sabe quais são as entidades competentes de supervisão e resolução do problema. Foi ainda possível observar através dos dados recolhidos que a maioria dos trabalhadores não sabem se a entidade empregadora onde labora adotou ou não algum meio de combate e prevenção ao assédio. Pretende-se, assim, com este trabalho, contribuir para uma maior sensibilização, informação, e alerta da população, enquanto trabalhadores e cidadãos, para a problemática do assédio moral, de forma a tentar combater este fenómeno, e sempre que possível preveni-lo.
Moral harassment is increasingly proving to be a major problem for employers, both public and private, but especially for their employees. More workers are victims of harassment, but they often do not know how to identify the phenomenon in question, or don't know who or what to turn to. It can also happen that the phenomenon is duly identified, a complaint is made, and it does not reach the authorities it should. This phenomenon is described and regulated in Article 29 CT and is divided into two types: moral and sexual. The first, which will be addressed in this study, is characterized by abusive, frequent, and intentional behaviour, through gestures, words or attitudes that can in some way physically and psychologically affect the victim's integrity, jeopardizing their work and their working environment. The second is when the aggressor, through sexual innuendo, unwanted sexual attention, unwanted or non-consensual physical contact, sexual assault, or grooming, tries to obtain sexual favors in exchange for favors at work. In addition, other practices/strategies can be used to make the victim feel humiliated, or even to apply disciplinary sanctions for no apparent reason. All these practices/strategies, which are listed in doctrine and case law under the concept of harassment, have as their main objective the destruction and destruction of the victim. Moral harassment is a complex and, above all, sensitive phenomenon, which is why this study aims to gain a better understanding of the complex issue of bullying in the workplace. That said, a study was carried out, based on a questionnaire applied in the 12 municipalities of the Bragança districts to workers in public employment, with the aim of understanding whether they are aware of the concept of bullying, its forms of manifestation, as well as the means of defense available to victims. By applying this questionnaire, it was possible to see that harassment continues to occur within organizations, but that most workers do not know which bodies are responsible for supervising and resolving the problem. It was also possible to see from the data collected that most workers do not know whether their employer has adopted any means of combating and preventing harassment. The aim of this work is to help raise awareness, inform, and alert the population, as workers and citizens, to the problem of bullying, to try to combat this phenomenon and, where possible, prevent it.
Moral harassment is increasingly proving to be a major problem for employers, both public and private, but especially for their employees. More workers are victims of harassment, but they often do not know how to identify the phenomenon in question, or don't know who or what to turn to. It can also happen that the phenomenon is duly identified, a complaint is made, and it does not reach the authorities it should. This phenomenon is described and regulated in Article 29 CT and is divided into two types: moral and sexual. The first, which will be addressed in this study, is characterized by abusive, frequent, and intentional behaviour, through gestures, words or attitudes that can in some way physically and psychologically affect the victim's integrity, jeopardizing their work and their working environment. The second is when the aggressor, through sexual innuendo, unwanted sexual attention, unwanted or non-consensual physical contact, sexual assault, or grooming, tries to obtain sexual favors in exchange for favors at work. In addition, other practices/strategies can be used to make the victim feel humiliated, or even to apply disciplinary sanctions for no apparent reason. All these practices/strategies, which are listed in doctrine and case law under the concept of harassment, have as their main objective the destruction and destruction of the victim. Moral harassment is a complex and, above all, sensitive phenomenon, which is why this study aims to gain a better understanding of the complex issue of bullying in the workplace. That said, a study was carried out, based on a questionnaire applied in the 12 municipalities of the Bragança districts to workers in public employment, with the aim of understanding whether they are aware of the concept of bullying, its forms of manifestation, as well as the means of defense available to victims. By applying this questionnaire, it was possible to see that harassment continues to occur within organizations, but that most workers do not know which bodies are responsible for supervising and resolving the problem. It was also possible to see from the data collected that most workers do not know whether their employer has adopted any means of combating and preventing harassment. The aim of this work is to help raise awareness, inform, and alert the population, as workers and citizens, to the problem of bullying, to try to combat this phenomenon and, where possible, prevent it.
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Keywords
Assédio moral Administração local Combate ao assédio Mobbing