Do you remember the story of Peter Pan? If you do this, you will remember, Wendy, that lovable charm and character. Wendy took it on itself to the mother for all. They cared for them, to those concerned for them, and belongs to them. It has everything that we think gives us a good mother. But this is a good role in an organization? If you look around your workplace to find someone who fills this role of mother for all. You (usually she) is the person that people go when they want to rant, complain, it hurt, get advice, for support. That sounds great - except that Wendy has a job as well - and it is not unpaid mother-confessor and adviser for all the needs of its Wendy. A genuine case of stress at work for the People's Wendy is that it has never done its job.
The Wendy working the case also means that they are in the middle of every dog fight and argument and sad luck story. It is trusted for all 's secret worries and problems. It is the repository of a large amount of private information. If an evil Wendy, she has the power to manipulate people and cause them great grief in the workplace. When a Wendy Angels, they can be a wonderful friend, even savior. But at what price to Wendy and her colleagues?
One of the ethical issues in the workplace is to distinguish between what is public and what is private, between what is relevant and for the functioning of the company or organization, and what is personal and belongs at home. The treatment is about people on the "bar" and their "Back Room". in other words, I talk about their public and their private lives . Our public rooms or in front of the world is what we share with others freely and without great risk, that is not personally. All of us have information, dreams, stories that we share with only a small number of people, most of we have secrets that we share with nobody else. If we blur the boundaries between public and private in the workplace, we risk and stress. If I were in a group therapy, I warn people about the dangers of self-revelation and the privileged responsibility that the other when a member of the group shares something very personal.
Unfortunately, not everyone thought you secrets and goals and is responsible for protecting the privacy of the thoughts expressed. They share them with others who personal information will be public property, often distorted and embellished. What begins as a sharing of grief and mourning with a colleague can quickly become part of the urban legends and public talk about the organization - to increase your personal stress and anxiety dramatically. I do not say that Wendy in your organization is a dangerous person that I am, that one must be careful with personal matters in the arena. I am also saying that if you have worries and concerns - even if they are related to the work - you open sure to misinterpretation and gossip, and in some cases, you will find that what you have said, finds its way to the person on whom you are concerned.
But let "s that your organization 's Wendy. You are a caring person, you have a capacity to hear and feel, you seem to be capable of good advice, then you know the people, your role as the unofficial mother hen, and you get a descriptor from the privy is the private worlds and thoughts of your colleagues. Receiving colleagues' confidence may be exhilarating and exciting things - even powerful. The downside is this - if people have a shared secret, or sought help, they are often more embarrassed than grateful, they feel obligated and insecure, and often they can from their mother confessor and their contacts and friendships. All these unexpected effects can strain and stress at work.
As you To escape from the Wendy's syndrome?
To be quite frank to say - Mind your own business. If it is not in your role description, to the Wailing Wall and Mother Confessor for the organization, don "t do it. Don 't take the risk and responsibility. Don 't let your own work productivity suffer because the needs of others. Again on what to do and pays off. If you have an urgent need for people "s problems and support either the Graduate School and a qualified consultant or psychologists, or offer to do voluntary work for the kind of lifeline counseling groups.
There are specific organizational and personal benefits for those who have a parent with Wendy in the organization, but the case is that things are not well treated, that Wendy 's stress will escalate, that the stress of others are not relieved effective, and that the tension, fear and distrust is also at work. Not a good scenario, it is - if I could get the colors to be painted luridly. But while all Mothering at work can be intoxicating substance for Wendy, it is a stress at work case is best avoided. Use the organization 's professional advice of its contracted Employee Assistance Programs. Let Wendy do their own work.
Autor: Dr Jeff Bailey Dr Jeff Bailey
Level: Platinum
Dr Jeff Bailey is an experienced psychologist and psychotherapist who has a deep interest in, and writes about, many areas of emotional health: ADHD, stress, ... ...
Dr Jeff, a psychologist, writes about workplace stress, personal stress, interpersonal stress, and how to manage stress. On his blog, http://www.drjeffbailey.com, he answers questions from readers. He works hard to make his articles practical and helpful and all of his articles are based on sound research evidence and extensive clinical experience. Please go to his Dr Jeff blog to get your free report on stress.
Added: May 26, 2009
Source: http://ezinearticles.com/
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