Syftet med vår studie har varit att undersöka om funktionsnedsatta personer upplever sig vara utsatta och sårbara för sexuella trakasserier. Studien är grundad på en kvalitativ metod med en hermeneutisk forskningsansats. Nio informanter har medverkat i form av djupintervjuer som har analyserats utifrån Jönhills perspektiv på inklusion och exklusion, Crenshaws teori om intersektionalitet, Hochschilds begrepp emotionellt arbete, Goffmans perspektiv på stigma. Empirin anknyter även till fem vetenskapliga artiklar. Den huvudsakliga frågeställningen som studien haft sin utgångspunkt i lyder: Vilka berättelser av upplevelser har personer med funktionsnedsättning av sexuella trakasserier? Utifrån studiens resultat framgår det att de informanterna som har deltagit upplever sig vara sårbara för sexuella trakasserier och att det är främst tjejerna som blivit utsatta. Vidare hade vi två underfrågor som lyder: Var vänder de sig om de behöver hjälp och stöd om de blivit utsatta? och Hur upplever de den hjälpen som finns, är den anpassad efter dem? Det visade sig att informanterna främst vänder sig till familjemedlemmar och kuratorn på deras skola om de behövde hjälp eller stöd med sexuella trakasserier. Den hjälpen som finns i samhället om man blivit utsatt upplevdes inte av samtliga informanter som tillräckligt tillmötesgående för deras behov. / The aim of our study has been to investigate whether people with disabilities feel vulnerable and exposed to sexual harassment. The study is based on a qualitative method with a hermeneutical research approach. Nine informants have contributed in the form of deep interviews analyzed from Jönhills perspective on inclusion and exclusion, Crenshaws theory of intersectionality, Hochschild's concept of emotional work, Goffman's perspective on stigma. The empiricism also links to five scientific articles. The main issue of the study takes a starting point in this question: What tales of experiences have people with disabilities of sexual harassment? From the result of the study, it appears that the informants who have participated has experienced being vulnerable to sexual harassment and that it is primarily the girls who have been exposed. In addition, we had two questions: Where do they turn if they need help and support if they have been exposed? and How do they experience the help, is it adapted to them? It was found that the informants mainly refer to family members and the curator at their school if they need help or support with sexual harassment. The help that exists in our society was not experienced by all informants as sufficiently accommodating for their needs.

Thesis (MTech (Education and Social Sciences))--Cape Peninsula University of Technology, 2009 / This study examines the nature and the extent of school gang activity and how it impacts on learner academic performance in South African township schools. The research evidence shows that learners in South Africa have been exposed to widespread school gang activity leading to poor learner academic performance in the township schools. The effects of the phenomenon of school gang activity on learner academic performance are given a more insightful understanding of its effects. The literature review supports the central argument that school gang activity persists in South African schools, especially in the townships. In addition, the literature provides both international and local perspectives of the high prevalence of school gang activity and claims that it results in an insecure teaching and learning environment. The specific research design selected for the study is a phenomenological study and is qualitative, explorative and descriptive in nature. A semi-structured interview method was employed to gather the data required. The findings of the study reveal that many learners in the township schools experience direct incidences of school gang activity either at school or on the way to or from school. In addition, the findings reveal that feelings of insecurity are most intense in the classroom situation because the opportunities to escape danger are minimal. The conclusions drawn from the study are that classrooms are dangerous places and this impacts on the ability of learners to achieve academically. Based on the findings, this mini-dissertation recommends collaborative efforts of all role-players to interact and produce amicable strategies and solutions that will decrease the occurrence of school gang activities and school violence. Gang activity in schools severely hinders learner academic performance. Hence incorporating interdisciplinary perspectives, involving activities such as teamwork and programme development can provide some solutions. This mini-dissertation is dedicated to my little angel, Avuyile Boqwana, in memory of the day she was born. I said that day, "A professor is born in my house," trusting that my wishes will be fulfilled one day. As young as she is, she is the source of all my inspirations to pursue life-long learning. My little is a source of motivation every time I look at her. She is my hope for the future. It was her enduring love when she always missed her bedtimes waiting for me to come back from my late tiring sessions that provided "the wind beneath my wings" to complete this educational journey.

O objetivo desta pesquisa foi analisar os conteúdos dos relatos verbais de profissionais de enfermagem, vítimas de assédio moral durante o exercício de suas atividades laborais. Para tanto, foi utilizada uma amostra previamente selecionada, constituída de 31 profissionais de enfermagem, sendo todos atuantes em unidades de saúde, tanto da rede pública quanto da rede privada. Essa amostra foi extraída do universo de 3.498 profissionais de formações diversas, oriundos de vários Estados brasileiros. Trata-se de uma pesquisa quanti-qualitativa, sendo utilizado, como instrumento para a coleta de dados, o questionário específico de Assédio Moral, gentilmente cedido pela pesquisadora Margarida Maria Silveira Barreto e constituído de 48 questões, abertas e fechadas. Os itens desse instrumento compreendem a caracterização dos participantes, a identificação de situações específicas de assédio moral, de fatores relacionados à empresa, a organização e comunicação no trabalho. O tratamento dos dados estatísticos foi realizado com o apoio do teste de Qui-Quadrado, e os dados qualitativos foram obtidos com base em relatos verbais, os quais foram organizados em categorias de respostas dos participantes. Os resultados quantitativos da pesquisa apontaram diferenças significativas entre enfermeiros e auxiliares de enfermagem quanto a favorabilidade em relação aos objetivos pouco claros na organização do trabalho. A partir da análise qualitativa dos dados emergiram como resultados, três categorias de respostas: Hierarquia e Relação de Poder; Organização do Trabalho; e Comunicação no Trabalho. De posse dos resultados da presente pesquisa, a meta é contribuir para a melhoria das condições de trabalho, de forma a minimizar o aparecimento de humilhações psicológicas ou assédio moral no ambiente de trabalho de enfermagem. Diante desse quadro, é de importância aprofundar estudos sobre o assédio moral, considerando-se a adoção de legislação específica e a formulação de políticas públicas para o combate dessa prática na profissão de enfermagem. O que se propõe com esse estudo é auxiliar na formulação de futuras políticas públicas, de modo a evitar conseqüências nefastas ao trabalhador, ao próprio trabalho e à sociedade de um modo geral, pois o combate ao assédio moral precisa ser intensificado, exigindo uma abordagem multidisciplinar, com a participação de todos os segmentos da sociedade. / The objective of this research was to analyze the content of the oral reports of nursing professionals subjected to moral harassment while exercising their working activities. For that purpose, a previously selected sample of 31 nursing professionals was used, all of them active in health units, both public and private. This sample was extracted from a universe of 3.498 professionals of different background from several Brazilian States. The instrument for data collection used in this quanti-qualitative research was the specific questionnaire on moral harassment kindly granted by the researcher Margarida Maria Silveira Barreto and made up by 48 open and closed questions. Components of this instrument include the characterization of the participants and the identification of specific situations of moral harassment and factors related to the company, the organization and communication at work. The handling of the statistical data was accomplished with the support of McNemar qui-square test, and the qualitative data were obtained on the basis of oral reports organized according to the categories of answers from the participants. Quantitative results of the research showed significant differences between nurses and nurses aides with respect to favorability relating to the somewhat unclear objectives in work organization. The quantitative analysis of the data showed three results, three categories of answers: Hierarchy and Power Relation; Work Organization; and Communication at Work. With the results of the research in hand, the goal is to contribute to the improvement of working conditions, so as to minimize episodes of psychological humiliation or moral harassment in nursing working environment. Against this background, it is important to strengthen studies on moral harassment taking into account the adoption of specific legislation and the development of public policies to struggle against this practice in the nursing profession. The aim of this study is to contribute to the development of future public policies, in order to avoid harmful consequences to the worker, to the work itself and to society in general, since the fight against moral harassment needs to be intensified through a multidisciplinary approach with the participation of all sectors of society.

Várias são as formas de sofrimento e violência no ambiente de trabalho que repercutem na saúde física e mental do trabalhador. Essa violência ocorre, entre outras manifestações perversas e sutis, pelo assédio moral, com danos indeléveis à saúde do trabalhador, podendo chegar a induzi-lo ao suicídio. Assédio moral é um problema que evolui e se propaga em vários setores das organizações, prejudicando o ambiente de trabalho. Além da repercutir na saúde da vítima de assédio, também representa um custo alto para a organização em que se manifesta. Esse problema se torna mais sério no serviço público, onde o ambiente de trabalho é propício, com condições suficientes para evolução e proliferação, em virtude do grande número de servidores e pela estabilidade adquirida após estágio probatório, tanto da vítima como do agressor, podendo o problema perdurar por anos. O Poder Judiciário enfrentou uma crise de credibilidade, por ser considerado ineficiente, lento e sem transparência. Visando resolver tal problema, foi criado o Conselho Nacional de Justiça (CNJ) que estabelece prazos para cumprimento de metas e pode estar contribuindo para situações de assédio. Admitindo-se possíveis práticas de assédio moral no Poder Judiciário de um Estado no Norte do País, como se manifesta esse assédio e quais as consequências legais e psicossociais na vida dos seus servidores? Em busca dessa resposta, nesta tese foram abordadas as relações e a organização do trabalho, as relações de subordinação, de poder, abuso de poder, abuso de autoridade, poder disciplinar e poder hierárquico. Caracteriza-se como um estudo de caso, quali/quanti em que foi feita uma pesquisa tipo survey, e também, entrevistas com os que aceitaram participar da segunda fase as quais foram interpretadas por meio da análise de conteúdo. A survey foi realizada utilizando a rede existente no Poder Judiciário do Estado. A baixa participação dos 2551 servidores pode ser atribuído ao tema proposto e o temor de se exporem. Constatou-se que dos 198 questionários respondidos, 67% de declararam sofrer ou terem sofrido assédio moral. Predomina maior assédio entre os servidores com até três anos de serviço e os de cargo em extinção com escolaridade superior a função que ocupam. O assédio independe do sexo do servidor. A frequência do assédio é diária ou várias vezes por semana e por um longo tempo. O tipo de assédio é o descendente e misto, ocorre mais com os que não ocupam cargo na carreira As práticas de assédio que mais se destacam são por cumprimento de metas, sobrecarga de trabalho, desrespeito e humilhações a que é submetido o servidor. / There are many forms of suffering and violence in the workplace that impact on physical and mental health worker. This violence occurs, among other perverse and subtle manifestations, by harassment, with indelible damage to workers' health, reaching induce him to suicide. Harassment is a problem that develops and spreads in various sectors of organizations, harming the environment. Besides the impact on the health of the victim of harassment, also represents a high cost to the organization in which it manifests itself. This problem becomes more serious in the public service, where the work environment is conducive with sufficient conditions for evolution and proliferation, due to the large number of servers and the stability gained after probation, both the victim and the perpetrator, and may the problem persists for years. The judiciary faced a crisis of credibility for being considered inefficient , slow and non-transparent. Aiming to solve this problem, we created the National Council of Justice ( CNJ ) establishing deadlines for achievement of goals and may be contributing to harassment . Assuming possible harassment practices in the judiciary of a state in the north of the country , as manifested this harassment and what the legal and psychosocial consequences in the lives of their servers? In pursuit of this response, this thesis were addressed relations and the organization of work, relationships, power, abuse of power, abuse of authority, disciplinary power and hierarchical power. Characterized as a case study, quality/quantity that was made a survey research, and also interviews with those who agreed to participate in the second phase which were interpreted using content analysis. The survey was conducted using the existing network in the judiciary of the state. The low participation of 2551 servers can be assigned to the proposed theme and the fear of being exposed. It was found that of the 198 responses, 67 % reported suffering from or have suffered harassment. Predominates greater harassment between servers with up to three years of service and the job with higher education endangered the position they hold. Harassment depend on the sex of the server. The frequency of the harassment is daily or several times a week and for a long time. The harassment is the descendant and mixed occurs more with those who do not occupy any post in the career of harassment practices that stand out are to fulfill goals , work overload , disrespect and humiliation that is submitted to the server.

O Assédio Moral e os riscos psicossociais tem sido fonte de estudos de diversos pesquisadores no século XXI, mas ainda é pouco abordado pela Saúde do Trabalhador. Assédio Moral é tema complexo, de difícil abordagem, pois está inserido em um âmbito da violência caracterizada pela percepção muitas vezes apenas da própria vítima. Nesta pesquisa estabelecemos os objetivos de identificar a existência de Riscos Pscicossociais e Assédio Moral e suas repercussões entre os docentes de uma Instituição de Ensino Superior, além dos objetivos específicos de :identificar características do trabalho dos docentes, identificar a existência de riscos psicossociais/pressão no ambiente de trabalho, identificar as alterações à saúde dos docentes provocadas pelos riscos psicossociais/pressão no trabalho. O estudo foi de abordagem quantitativa, transversal e descritivo do qual foi apresentado o instrumento de pesquisa um questionário de 26 perguntas com questões sociodemográficas e ocupacionais, além de 2 questões norteadoras sobre os riscos psicossociais e o assédio moral baseadas na literatura existente. Constituíram-se como sujeitos da pesquisa uma amostra de 54 docentes, 62,79% em relação ao total, sendo em sua maioria 92% do sexo feminino, 64,80% casados e 37,03% entre as idades de 40 à 49 anos,do qual 81,50% graduados em enfermagem, em sua maioria formados nas décadas de 70 e 80.dos quais 63% estão em cargos de Professor Doutor com regime de trabalho de dedicação exclusiva, recebendo entre 12 à 14 salários mínimos vigentes,e destes 50 % admitiram exercício de cargos administrativos, dos quais também informaram exercer cargos de Assessoria e Consultoria. A maioria informou que sua opção pela academia foi devido á realização pessoal e a probabilidade de trabalhar com pesquisa onde destacaram maior realização profissional ao ministrar aulas e menor ao exercer trabalhos administrativos. Destes sujeitos 94,4% admitiram à existência de riscos psicossociais em seu ambiente de trabalho atribuídos à sobrecarga de trabalho, carga mental intensa, estresse, tempo, relações inter-pessoais, excesso de responsabilidade e falta de planejamento, 92,60% admitiram sofrer pressão no trabalho, e destes 87% disseram sentir a saúde afetada, relataram queixas de maior incidência como: estresse, ansiedade, insônia/dificuldades no sono, cefaléia e gastrite. Questionados sobre o Assédio Moral a maioria 38% disseram ser um problema comum na universidade, dos quais 22% disseram ter sido vítima contraponto 22% que alegaram nunca ter sido vítima de Assédio Moral, enquanto 32% disseram ter conhecimento de um colega que sofreu. Foram descritos vários casos dos quais muitos coincidentes com a literatura. Evidenciou-se que o local de trabalho está caracterizado pelo aspecto de demanda excessiva, pressão e competição que afeta à saúde dos docentes e propicia o ambiente propício a existência de riscos psicossociais e do Assédio Moral. / Psychosocial risks are constituted under factors or risks agents´ presence, at laboral environment, which alter workers´ wellness situation, resulting in their health damage. Among many psychosocial risks, we can find psychological violence or moral harassment that are understand as the intentional power use which are used against a person or a group, causing them: physical, mental, spiritual or moral alterations. This study intended to identify, among college professors, the existence of psychosocial risks in their laboral activities, in order to find out moral harassment occurrence in their laboral environment, and its repercussion between them. The study was transversal, descriptive and had a quantitative approach. It was developed in a public college institution; had 54 subjects as sample, which answered a previously validate data insurance form. As result, it was verified that these subjects are, in their majority, female, married, graduated between the 70´s - 80´s, PhD - who are working in full lecturing and research regime and receive as payment, an amount of 12 to 14 Brazilian wages. This majority admitted the psychosocial risks presence in their laboral environment, being reported as main factors: laboral excess, intense mental tasks, stress, work pressure, among other factors. All the presented health alterations are is, in their majority: stress, anxiety, sleeping disorder, migraine and gastritis. When inquired about the moral harassment existence, most subjects affirmed being a common problem at college, describing many coincidently situation in concomitance with the consulted literature. This harassment occurred in a horizontal and descendent form. College environment is a place where psychological violence is easily diagnosed, because of its competitive and rivalry environment. Possibly these situations are consequence of previous problems, not adequately solved and which have the tendency of emerging in serious situations. So, it is important a corporative effort in the universal identity seek, preserving the solidarity and equity values and observing the ethic limits established to the college life.

CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / Nos Ãltimos anos foram aprovadas no Brasil leis que continuaram e ampliaram um processo que comeÃou em 1979 com a promulgaÃÃo da Anistia. Denominado genericamente de âreparaÃÃoâ, esse processo vai alÃm do estabelecido pelas Leis. IndenizaÃÃes sÃo concedidas Ãqueles que sofreram perseguiÃÃo polÃtica, casas legislativas restituem o decoro parlamentar Ãqueles que exerciam essas funÃÃes e foram cassados por motivaÃÃo polÃtica durante a ditadura militar (1964-1985), instituiÃÃes homenageiam figuras ilustres que se destacaram na luta contra o regime e reintegram simbolicamente pessoas a cargos. Esses atos trazem à tona distintos significados de ordem moral, polÃtica, jurÃdica, material e simbÃlica, envolvendo diferentes instÃncias para alÃm dos diretamente atingidos. Assim, as famÃlias, os media, entidades da sociedade civil, os poderes pÃblicos e jurÃdicos entram no jogo das disputas e construÃÃes de versÃes sobre o passado. A presente tese busca compreender como esses valores, disputas e representaÃÃes articulam-se em torno desses movimentos reparatÃrios, entendendo-os como espaÃos de luta, acionados nos diferentes eventos criados por ocasiÃo dos atos de reparaÃÃo, nas contendas criadas nos media e nas narrativas dos atingidos. / In the past few years, laws have been passed in Brazil directed towards maintaining and amplifying a process that was started in 1979 with promulgation of the Amnesty. The process named generically of âreparationâ goes beyond what is established by the laws. Compensations in money are paid to those who suffered political persecution, present legislatures have restored to a previous effective state the honorability for representatives who were serving during the military dictatorship (1964-1985) and lost their mandate by arbitrary annulment, institutions pay homage to illustrious citizens who became known for their struggle against the regime, and symbolically reinstated them to their former positions. Those acts bring up distinct meanings of a moral, political, juridical, material and symbolic nature involving several levels beyond which stand those who were directly hit. Thus, families, newsmen, private organizations and public juridical institutions join the dispute in order to advance their own versions of the past. This thesis aims at understanding how those values, disputes and representations fit themselves around those amending movements that are seen as public arenas spurred by different events found in the time of reparation, in the struggles created in the media and in the stories told by the victims..

Várias são as formas de sofrimento e violência no ambiente de trabalho que repercutem na saúde física e mental do trabalhador. Essa violência ocorre, entre outras manifestações perversas e sutis, pelo assédio moral, com danos indeléveis à saúde do trabalhador, podendo chegar a induzi-lo ao suicídio. Assédio moral é um problema que evolui e se propaga em vários setores das organizações, prejudicando o ambiente de trabalho. Além da repercutir na saúde da vítima de assédio, também representa um custo alto para a organização em que se manifesta. Esse problema se torna mais sério no serviço público, onde o ambiente de trabalho é propício, com condições suficientes para evolução e proliferação, em virtude do grande número de servidores e pela estabilidade adquirida após estágio probatório, tanto da vítima como do agressor, podendo o problema perdurar por anos. O Poder Judiciário enfrentou uma crise de credibilidade, por ser considerado ineficiente, lento e sem transparência. Visando resolver tal problema, foi criado o Conselho Nacional de Justiça (CNJ) que estabelece prazos para cumprimento de metas e pode estar contribuindo para situações de assédio. Admitindo-se possíveis práticas de assédio moral no Poder Judiciário de um Estado no Norte do País, como se manifesta esse assédio e quais as consequências legais e psicossociais na vida dos seus servidores? Em busca dessa resposta, nesta tese foram abordadas as relações e a organização do trabalho, as relações de subordinação, de poder, abuso de poder, abuso de autoridade, poder disciplinar e poder hierárquico. Caracteriza-se como um estudo de caso, quali/quanti em que foi feita uma pesquisa tipo survey, e também, entrevistas com os que aceitaram participar da segunda fase as quais foram interpretadas por meio da análise de conteúdo. A survey foi realizada utilizando a rede existente no Poder Judiciário do Estado. A baixa participação dos 2551 servidores pode ser atribuído ao tema proposto e o temor de se exporem. Constatou-se que dos 198 questionários respondidos, 67% de declararam sofrer ou terem sofrido assédio moral. Predomina maior assédio entre os servidores com até três anos de serviço e os de cargo em extinção com escolaridade superior a função que ocupam. O assédio independe do sexo do servidor. A frequência do assédio é diária ou várias vezes por semana e por um longo tempo. O tipo de assédio é o descendente e misto, ocorre mais com os que não ocupam cargo na carreira As práticas de assédio que mais se destacam são por cumprimento de metas, sobrecarga de trabalho, desrespeito e humilhações a que é submetido o servidor. / There are many forms of suffering and violence in the workplace that impact on physical and mental health worker. This violence occurs, among other perverse and subtle manifestations, by harassment, with indelible damage to workers' health, reaching induce him to suicide. Harassment is a problem that develops and spreads in various sectors of organizations, harming the environment. Besides the impact on the health of the victim of harassment, also represents a high cost to the organization in which it manifests itself. This problem becomes more serious in the public service, where the work environment is conducive with sufficient conditions for evolution and proliferation, due to the large number of servers and the stability gained after probation, both the victim and the perpetrator, and may the problem persists for years. The judiciary faced a crisis of credibility for being considered inefficient , slow and non-transparent. Aiming to solve this problem, we created the National Council of Justice ( CNJ ) establishing deadlines for achievement of goals and may be contributing to harassment . Assuming possible harassment practices in the judiciary of a state in the north of the country , as manifested this harassment and what the legal and psychosocial consequences in the lives of their servers? In pursuit of this response, this thesis were addressed relations and the organization of work, relationships, power, abuse of power, abuse of authority, disciplinary power and hierarchical power. Characterized as a case study, quality/quantity that was made a survey research, and also interviews with those who agreed to participate in the second phase which were interpreted using content analysis. The survey was conducted using the existing network in the judiciary of the state. The low participation of 2551 servers can be assigned to the proposed theme and the fear of being exposed. It was found that of the 198 responses, 67 % reported suffering from or have suffered harassment. Predominates greater harassment between servers with up to three years of service and the job with higher education endangered the position they hold. Harassment depend on the sex of the server. The frequency of the harassment is daily or several times a week and for a long time. The harassment is the descendant and mixed occurs more with those who do not occupy any post in the career of harassment practices that stand out are to fulfill goals , work overload , disrespect and humiliation that is submitted to the server.

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No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação - Keila Silva.pdf: 977170 bytes, checksum: 87bf447e4011f2c4ebe0ad49f5752b04 (MD5) Previous issue date: 2016-11-28 / The objective of this research was to understand the configuration of bullying and its implications for the work of teachers of a public institution of higher education in Manaus. The study was based on theoretical and methodological principles of Dejourian psychodynamics work, which is characterized as qualitative research. The method used was the Work and Action Clinic, which provides a space to discuss and listen to their experiences of pleasure and suffering at work. We held thirteen group sessions with the workers, being one of them a feedback. The results of the Work Clinic with university professors not only suggest the relationship between bullying and the suffering experiences at work, but also the illness of teachers surveyed due to the daily violence directed to them. In the first sessions with this methodology there was the predominance of their speech about the suffering of dealing with authoritarian hierarchical superiors who tried to hurt them in person, seeking to disqualify them professionally, marginalize them and humiliate them by restricting their autonomy or hindering their progress in the project. They highlighted a pathogenic working environment of intense psychological distress, generator of intense psychic suffering and damage to physical and mental health, resulting in employees’ illness, driving them away from work for long periods. They showed the relationship between the peers marked by exacerbated individualism, by competition and lack of cooperation. They reported the feeling of loneliness due to the harassment, gender discrimination and sexism in labor relations, the vulnerability of harassment for being migrants, meritocracy guided by academic productivism, the compartmentalized education. They spoke of a management devoid of an institutional policy for the collective, with colonelist features that privileged groups, which denied bullying, suffering and illness at work. In the course of the clinic, there was the transposition of the speech about the suffering by the perlaboration of this one. Throughout the sessions, the group starts discussing moral harassment in the context of working relationships. And he goes on to talk about the pleasure of working from the relationship with the students and the scientific production, and to carry out a movement aimed at the collective creation of strategies to cope with this problem in the work environment. Thus, we infer that the clinic sessions have reached the desired goals. / O objetivo desta pesquisa foi compreender a configuração do assédio moral e suas implicações no trabalho dos professores de uma instituição pública de ensino superior de Manaus. O estudo baseou-se nos pressupostos teórico-metodológicos da Psicodinâmica do Trabalho Dejouriana, que se caracteriza como pesquisa qualitativa. O método utilizado foi a Clínica do Trabalho e da ação, que propicia um espaço de fala e escuta das vivências de prazer e sofrimento no trabalho. Foram realizadas treze sessões coletivas com os trabalhadores, sendo uma devolutiva. Os resultados da Clínica do Trabalho com os professores universitários sugerem não somente a relação entre o assédio moral e vivências de sofrimento no trabalho, como também o adoecimento dos professores pesquisados em decorrência da violência cotidiana a eles dirigida. Nas primeiras sessões da clínica predominavam falas sobre o sofrimento de terem que lidar com superiores hierárquicos autoritários que tentavam atingi-los, buscando desqualificá-los profissionalmente, marginalizá-los e humilhá-los, restringindo-lhes a autonomia ou dificultando-lhes o andamento de projetos. Apontavam um ambiente de trabalho patogênico, gerador de intenso sofrimento psíquico e de danos à saúde física e mental, resultando no adoecimento de servidores e no afastamento do trabalho por longos períodos. Mostravam a relação entre os pares marcada pelo individualismo exacerbado, pela competição e pela falta de cooperação. Relatavam o sentimento de solidão decorrente do assédio moral, a discriminação de gênero e o machismo nas relações de trabalho, a vulnerabilidade ante o assédio por serem migrantes, a meritocracia pautada pelo produtivismo acadêmico, o ensino compartimentalizado. Falaram de uma Gestão desprovida de uma política institucional voltada para o coletivo, com características coronelistas, que privilegiava grupos, que negava o assédio moral, o sofrimento e o adoecimento no trabalho. No decorrer da clínica, houve a transposição da fala sobre o sofrimento pela perlaboração deste. Ao longo das sessões, o grupo passa a discutir o assédio moral no contexto das relações de trabalho. E passa a falar sobre o prazer de trabalhar advindo da relação com os alunos e da produção cientifica, e a realizar um movimento dirigido à criação coletiva de estratégias de enfrentamento desse problema no ambiente de trabalho. Diante disso, pode-se inferir que a clinica atingiu os objetivos desejados.

The study of sport initiations is in its infancy. So far, the North American-centric research has focussed on ‘exposing and condemning’ morally unacceptable initiation activities, which are referred to as hazing. Hazing moral panics in North America has resulted in universities utilising sport initiation empirical research to construct anti-hazing policies; policies proven to be ineffective in banning sport initiations. The purpose of this research is to address some of the gaps in the knowledge of sport initiations. A two stage ethnographic research approach was utilised to collect information on British university sport initiations. An international student embedded himself as a student-athlete within a British university to learn the cultural meanings of a foreign sport culture and to possess an emic perspective. Semi-structured interviews were then conducted with key policy actors possessing differing organisational cultural perspectives (differentiational and fragmentational), specifically university staff and sport - rugby union, football, and track and field - club members from multiple higher education institutions. The researcher’s ethnographic confessional tale of his experience as a self-funded international student is combined with the data from interviewee participants to construct British university sport initiations as a resistance research topic.

Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.