In organizations, power struggles they are a constant that can compromise the future of the company. Therefore, it is vitally important to know how they originate and have the resources to manage them properly..
According to him Transactional Analysis, Power games are ways of relating and communicating that seek to control or manipulate another person to obtain a psychological benefit or to cover a certain need.
Therefore, the person who initiates the psychological game He does it with a certain intention: to attract attention, create false rumors against another person, vent his frustration, get a promotion, etc..
Psychological gambling, as its origin is manipulation and seeking an ulterior benefit that is never revealed, will cause a lack of communication and deep discomfort and resentment in all parties involved, and may seriously compromise the team performance.
Hence the importance of detecting them in time to be able to intervene and give an adequate response to put an end to these dysfunctional dynamics..
In the first place, it is important to know that power games or also called psychological games occur in all personal relationships; family, friends, partner, neighbors, etc..
We all have a series of emotional needs that need to be covered: self-esteem, recognition, security, feeling of belonging, respect, etc. In the event that the person feels that one of them does not have it covered, what we know as a deficiency, he has two possibilities:
You can communicate it directly. For example, if you feel that a partner does not treat you with respect, you can ask him to speak well and treat you with dignity, setting limits.
Can start a psychological game, humiliating him, exposing him in front of peers, or creating false rumors.
In organizations, power games can occur for various reasons. Here are some of the most important:
There is no clear authority figure to inspire, organize and trust the team.
It can be a consequence of a lack of leadership. That is, workers are not very clear about their responsibilities and the time frames to fulfill them, feeling that there is no real direction..
This causes employees to get bored and spend time, and gossip and misunderstandings can arise..
When workers do not establish emotional ties with each other, they do not feel involved and therefore, it is easier for them to see themselves as rivals or conflicts between them. It is very important to encourage workers to feel part of a team, because then they feel that they are part of something more important than their own individuality.
We all need to be recognized as individuals, our dignity respected and our work valued.
The worker who does not feel heard, who sees that his opinions or contributions are not valued or listened to, ends up feeling excluded and unmotivated, losing interest in the objectives of the company, because he sees it as something alien to himself.
Lack of recognition, a sense of belonging, security, motivation and leadership are the main reasons that cause power games in organizations.
It is proven that organizations that invest in programs and activities to take care of the emotional health of their workers and to promote the quality of interpersonal relationships dysfunctional dynamics are reduced that originate the power games.
Therefore, the guidelines to prevent psychological games in companies are:
Organizations are made up of people and invest in the emotional health of workers is to invest in the future and prosperity of the company
The Transactional Analysis is a powerful technique to address the dynamics of power games since it analyzes the causes that originate them, assessing the unmet emotional needs of the people who intervene in these dynamics.
In addition, Transactional Analysis offers tools and skills not only to stop them, but also to prevent them, ensuring satisfactory personal relationships that favor a good work environment and team efficiency.
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