Stockholm syndrome, misnamed Helsinki syndrome by some people, is the name given to the obvious behavior of the victim who has become emotionally linked with his captor or perpetrator to the point of preferring to stay by his side than to face a new life without being subjected to it or being disappointed or disoriented once the risk has disappeared and with it those responsible.
This syndrome is used mainly in the field of clinical psychology and in the study of the behavior of teams and groups exposed to situations of plagiarism or harassment, where it has been possible to observe this type of victim-offender link and cases associated with it can be read when it comes to hostages, cultists, psychological abuse, prisoners of war, prostitution trafficking, and incest, as set out in the Wikipedia reference when consulting this phenomenon.
But can it be traced back to companies? Unfortunately the answer is yes.
Stockholm Labor Syndrome, as I have called it, is a subtle variation of its clinical predecessor and, although it has particular characteristics, it is closely linked to the events that gave rise to its name.
The Stockholm Labor syndrome is nothing other than the behavior of attachment, identification and even psycho-emotional bonding of the individual or group of these to companies whose working conditions and / or management styles are hostile, inadequate and even reprehensible.
In Stockholm Labor Syndrome it differs from the clinical one because "the victim" has not been forced or subjected to captivity by a third party, among other expressions associated with it, on the contrary, he has entered by his own will and remains tied to that scenario already Either because he is unable to conceive his life without the pressures, abuse and limitations that he finds in him or because he is absorbed by a number, sometimes implausible, of reasons that prevent him from getting rid of it, regardless of the fact that in both cases they observe advantages within stage that match your expectations.
In the studies carried out to establish the existence of collaborators who showed this syndrome in the work environment, in companies where this type of phenomenon was presumed, it was possible to verify that in 67% of cases the employees preferred to continue working in the workplace. company regardless that they understood that they were being mistreated in some way by the management style and the conditions of the work environment.
This means that there are employees who have identified emotionally with companies that offer inadequate working conditions, psychological (and even physical) abuse, and stressful situations resulting from unnecessary pressure who, being practically in voluntary captivity, prefer to maintain that state of Anguish and oppression that leave the scene that causes it.
Among the reasons they argue, the following can be highlighted:
- As they know the boss they know how to handle the situation There is little chance of finding another job today With time you get used to it It is the style of the company There are no other options Better this than nothing I like what I do, not the company.
The Stockholm Labor syndrome is a more common phenomenon than it seems, it is observed in people of all types, education level, different ages and levels of maturation, it is usually associated with low self-esteem but its most extraordinary characteristic is identification with a managerial style that puts their physical, mental and emotional health at risk.
This syndrome, like many others, are explained in detail and depth in my book "The Syndrome of Cronos and other managerial affections" soon to be published.
Note: The reflections and proposals presented here are my own and the product of my research in the field of administrative science.
