"What is in crisis today is precisely the position we take in the face of these situations:" the word "is in crisis that no one seems to commit to sustaining.
Faced with sayings and contradictions, changes in the way of proceeding, ambiguities in the language or differences between what is said and what is done, one as a spectator is immersed in a kind of confusion, and if our interlocutor is skilled enough and finds us something unsuspecting is very likely to make us believe that it is not he, but we who misinterpret his words or actions… »
It is very common to hear that in our country we are experiencing moments of change, moments of crisis, moments of opportunity.
In reality, human beings, or subjects of language as defined by a great enlightenment, constantly go through different avatars and circumstances.
What is in crisis today is precisely the position we take in the face of these situations: "the word" is in crisis that no one seems to commit to sustaining.
Faced with sayings and contradictions, changes in the way of proceeding, ambiguities in the language or differences between what is said and what is done, one as a spectator is immersed in a kind of confusion, and if our interlocutor is skilled enough and finds us Something unsuspecting is very likely to make us believe that it is not he, but we who misinterpret his words or actions.
Our ties, our interpersonal relationships are a source of satisfaction, they give us a framework, a reference, they structure us as subjects.
If we refer to the workplace, having a good work team gives us the possibility of communicating and the feeling of belonging to a group, which offer themselves as moderators of stressors and enable our development.
However, with the panorama previously analyzed, interpersonal relationships cease to be moderating and become sources of stress themselves. Today we are witnessing new genesis of symptoms: the difference in professional interests and values, the misunderstandings in communication, the lack of commitment, the word that is not sustained over time.
As professionals in human resources, and in the face of possible organizational interventions, we cannot fail to analyze these variables that influence the actions of workers and that are often so entrenched that they become a habitual labor modality.
In organizations with these characteristics, it is very likely that they will not even ask themselves about the high level of turnover or high level of absenteeism due to psychosomatic illnesses, precisely because they do not have the commitment capacity that would imply making decisions for the well-being of workers and sustaining them. in the time. And if we are even more critical perhaps, because they do not have the ability to question themselves…
It is key that the professionals who work so that human resources are valued as such (especially as humans, with all that that means) take a definite position about what our actions will be, leaving ambiguities aside, to be clear on what Values will cross and differentiate our practice, and we will be able to sustain it in our academic, work and personal journey.
This is precisely the way for our work to be successful in organizations, since after all we are agents of change.
